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The Keys to Improving Job Performance Through Respect
October 29, 2015
About Our Presenter – Matthew Davies
• Fellow of the Learning and Performance Institute
• Member of the Chartered Institute of Personnel Development (CIPD)
• Works with many different organizations in the public and private sector including MOO
ooo lovely people people 2
About MOO
• Award-winning online design and print business• Passionate about great design and the difference
it can make to our customers and the world• Global company with nearly 400 employees
• 5 offices (London, Boston and Providence, RI)• 52% female, 48% male
The Keys to Improving Job Performance Through Respect | SHRM Webinar
BELIEVE INYOURSELF
The Keys to Improving Job Performance Through Respect | SHRM Webinar
What’s the one factor that most affects how satisfied, engaged and committed you are at work? All of our research over the years points to the answer of which question?
Harvard Business Review
“Who is your immediate supervisor?”
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Dodgy Manager Traits
① Avoids ?????
② Doesn’t ????? before he/she acts
③ Doesn’t practice what they ?????
④ Thinks ????? managing is delegating
⑤ Becomes intoxicated by positional ?????
⑥ Feels threatened by the ????? of their employees
⑦ Focuses only on ????? not productivity when making
decisions
The Keys to Improving Job Performance Through Respect | SHRM Webinar
① Avoids conflict
② Doesn’t think before he/she acts
③ Doesn’t practice what they preach
④ Thinks micro managing is delegating
⑤ Becomes intoxicated by positional power
⑥ Feels threatened by the abilities of their employees
⑦ Focuses only on politics not productivity when making
decisions
Dodgy Manager Traits
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Future
DeliverEngage
Manager’s roleSource: Leadership: Plain and Simple
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Highlyengaged
Unsupported Detached Disengaged
Engaged:
Based on 2014 Towers Watson Workforce Study on sustainable engagement
Energized:
Enabled:
Feeling attached to the company and willing to exert extra effort on its behalf
Working in an environment that supports one’s health and well being
Having the tools and resources to be successful
40% 19% 17% 24%
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Engaged:
Energized:
Enabled:
Feeling attached to the company and willing to exert extra effort on its behalf
Working in an environment that supports one’s health and well being
Having the tools and resources to be successful
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Goals
GapsGalvanize
Turning talent into performance
DeliverEngage
• SMART goals that align with organisational needs• Clearly communicates expectations with employeesGOALS
• Provides regular feedback which encourages strengths • Inspires performance, leading by example & empathyGALVANIZE
• L & D opportunities to grow in the business• Supported with resource to be able to deliver GAPS
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Desired Emotional Response
GOALS
GALVANIZE
GAPS SUPPORTED
TRUSTED
VALUED
The Keys to Improving Job Performance Through Respect | SHRM Webinar
The Keys to Improving Job Performance Through Respect | SHRM Webinar
• Demanding• Stating positions• Past tense• Deadlines• Yes but…
Pushing
• Active Listening• Questioning• Future tense• Valuing/thanking• Yes and…
Pulling
When the other party feel heard by you, they’re more likely to listen to you.
The Keys to Improving Job Performance Through Respect | SHRM Webinar
“If you can create the kind of environment
where employees answer positively to all 12
questions, then you will have built a great place to
work.”
Based on Gallup research:One million employees and 80,000
Managers
The Keys to Improving Job Performance Through Respect | SHRM Webinar
1.2.3.4.5.6.7.8.9.10.11.12.
Copy this layout and then simply answer each of the following questions with a YES or NO.
If you’re not sure, answer NO
The Keys to Improving Job Performance Through Respect | SHRM Webinar
1. At work have I had opportunities to learn and grow?
2. In the last 6 months have I talked with someone about my progress?
3. At work do my opinions seem to count?
The Keys to Improving Job Performance Through Respect | SHRM Webinar
4. Do I know what is expected of me at work?
5. Do I have the materials and equipment I need to do my work right?
6. At work do I have the opportunity to do what I do best every day?
The Keys to Improving Job Performance Through Respect | SHRM Webinar
7. In the last seven days have I received recognition or praise for good work?
8. Does my supervisor, or someone at work, seem to care about me as a
person?
9. Is there someone at work who encourages my development?
The Keys to Improving Job Performance Through Respect | SHRM Webinar
10.Does the mission/purpose of my company make me feel like my work is
important?
11. Do I have a best friend at work?
12. Are my co-workers committed to doing quality work?
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Strategic Alignment
CompanyObjectives
Function Objectives
Manager Objectives
Team Member Objectives
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Trust
Delegating
Feedback? What feedback?Only 46% of employees seriously consider feedback
Source: 2011 CEB work environment study based on 13,617 responses
Barriers to feedback
Effective and timely feedback is a critical component of successful
performance
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Barriers to feedback
Effective and timely feedback is a critical component of successful
performance
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Barriers to feedback
Effective and timely feedback is a critical component of successful
performance
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Barriers to feedback
Effective and timely feedback is a critical component of successful
performance
The Keys to Improving Job Performance Through Respect | SHRM Webinar
In a study cited in the book ‘Getting to Yes’ almost 60% of face-to-face negotiations resulted in mutually beneficial agreements. While on 38% in telephone and 22% in written interactions.
0
20
40
60
Face Telephone Written
Constructive Feedback
However a follow up email is advisable if the issue is becoming a concern. Evidence is important if HR needs to intervene.
The Keys to Improving Job Performance Through Respect | SHRM Webinar
Receive a beautiful bundle of personalized stationery, note cards and business cards for up to 5 of your new hires AND you’ll be
automatically entered to win $500 worth of MOO’s design services. Head to moo.com/shrm
And on this slide...Look, a special offer! moo.com/shrm