Unleash Your Employee’s Untapped

Talents

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What You Should Know About Me

20 Years In Corporate America Began Career as Recruiter Marketing & Sales Background Teach Organizations How toSELL Themselves Transition in 2009 from Career Coach to Business Coach

Today’s Agenda

Your Employees Matter Most Match Employee competencies With Responsibilities Get the MOST out of Your People Create a Happy workplace Assessing People Successfully Get Your People’s Input to Save Your Business

Your People Matter Most

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“If your employees were valuable enough to hire, they’re valuable enough to be your most valued

asset.”Ethan Chazin

Your People Matter Most

360 Degree Assessments Are KEY. Front Line Staff Evaluate Managers, Senior

Management & Ownership. Integrated Individual, Team, and Organizational

Goals Are Required. It’s NOT About Compensation. You Can NEVER Communicate Too Much. Where’s Your Mission & Vision Statement? Conduct a Companywide Efficiency Audit

Your People Matter Most

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• Only 21% (1 in 5) of the employees surveyed are “engaged” in their work, and 38% admitted being partly to fully disengaged.

• Engagement was defined as employees willing to go the extra mile to help their company succeed.

Towers Perrin March, 2008 Global Workforce Study.

Your People Matter Most

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“…at a time when companies are looking for every source of potential advantage, the

workforce itself represents the largest reservoir of untapped

potential.”Julie GebauerTowers Perrin

Managing Director

Your People Matter Most

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• 88% of U.S. workers consider themselves creative, BUT only 63% said their positions were creative.

• 75% of survey respondents thought their employers valued creativity.

• One in five said they would change jobs, even if it meant LESS money to be MORE creative.

Survey conducted by IPSOS Research in 2007 to 564 adults for the 2007 National Conference onthe Creative Economy.

Your People Matter Most

Match Your Employee’s

Competencies to Their Responsibilities

http://drcarmont.com/home

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Today, more than ever, companies MUST find new ways to harness the

untapped talents and creative energies of their employees, for their

business survival!

Why You Need To Do This

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• In a 2008 study by Resources Global, 80% of global HR leaders believe the “war on talent” is a key & enduring business issue in the next ten years.

Why You Need To Do This

How It Works…

Select a Dept. for the Employee

How It Works…

Select a Job Title for the Employee

How It Works…

Build the Employee’s Core Competencies

Get the MOST Out of People

It’s YOUR Responsibility to Motivate. Job Rotations Expand Skills and Ensure Business

Continuity. Challenge Your People Often. Jack Welsh Was Only Half Right! Teach Creative Thinking & Problem Solving.

Demand People’s BEST

Offer Formal Training & Development (Job Specific and General Knowledge.)

Strategic Coaching & Mentoring. Foster Competition. Teams Are Critical. Always Defend Against Internal Conflict (“…if a

house be divided against itself, that house cannot stand.” Mark 3:25)

Demand People’s BEST

Communicate All the VICTORIES! EVERYONE’S Responsible for Gathering

Competitive Intelligence Conduct a Personal Assessment for All

Employees. Mystery Shop Your Business

Demand People’s BEST

Happy People Are Productive People

Provide Options to Maximize Your Force: Telecommuting Define Your Company Values Family Friendly Job Rotations Job-sharing Flexible Work Schedules

Automate ALL Your Repetitive, High Volume, Low Value Tasks

Create a Happy Workforce

Create a Culture of Character…NOT

Characters!

Character Multi-Skilled Reliable Positive Responsible

Attributes of TOP Performers

www.realtruth.org/articles/100108-004-society.html

Proactive Dependable Diligent Self-disciplined Dedicated

Attributes of TOP Performers

Assess Employee Performance for Business Success

Your people write their own annual goals and objectives.

Your people write each other’s goals and objectives.

Your direct reports write their manager’s goals and objectives.

Your customers assess your people. Your people assess you.

Assess Employee Performance

Evaluate/Communicate Performance-based Feedback All Year Long.

Support, Encourage, Incentive “Calculated” Risk-taking.

Embrace Your Organization’s Failures.

Assess Employee Performance

Solicit EmployeeInput Constantly

Your People Are Closest to Your Customers, Systems, and Processes.

Develop a Formal Idea Generation Program. Compensate BEST Ideas. Integrate Idea Solicitation With Reward &

Recognition Programs. Communicate, Communicate, Communicate. Set Aside Money For Internal Start-Ups.

Solicit Employee Input

Resources

Resources

www.businessballs.com/motivation.htm http://humanresources.about.com/od/involvementteam

s/Team_Building_Employee_Empowerment_Employee_Involvement.htm

www.1000ventures.com/business_guide/crosscuttings/team_main.html

www.leadership-tools.com/team-building-tools.html www.businessmanagementdaily.com/glp/11665/best-pr

actices-leadership-team-management.html#signup www.essortment.com/all/teamworkandt_rhuw.htm www.ehow.com/how_5023348_evaluate-employee-perfo

rmance-easy-steps.html

Let’s Recap

Your PEOPLE Matter MOST Make Employee Competencies Match Their Responsibilities Get the MOST out of Your People Happy People Are Productive People Assess For Success – the Art of Performance Reviews Get Your People’s Ideas CONSTANTLY