http://blog.payrollhero.com/2014/05/29/recap-happy-at-work-conference-makati-philippines/ - David Bonifacio's slide deck from the Happy at Work Conference in Makati, Philippines. Click the link for the video.
9. Reasons for Employee Turnover
2%
20%
15%
15%
18%
29%
Career Opportunities
Lack of Fit
Management / Work Environment
Flexibility / Scheduling
Pay / Benefits
Job Security
Turning Around Employee Turnover, Gallup Business Journal
10. “Most of the reasons
employees cited for
their turnover are
things that managers
can influence.”
Turning Around Employee Turnover, Gallup Business Journal
13. ``
88%
- 50 employees x 88% disengaged = 44 people
- 44 people x 15 minutes wasted/day = 660 mins wasted
- 11 hours x P100/hour rate = P1,100 lost per day
The problem with
P33,000 lost from
disengagement per
month
14. ``
88%
- 50 employees x 88% disengaged = 44 people
- 44 people x 15 minutes wasted/day = 660 mins wasted
- 11 hours x P1000 of potential value generated = P11,000
The problem with
P220,000 potential value
lost per month
15. “The lost productivity of
disengaged employees
costs the U.S. economy
$370 Billion annually.*
*National Business Research Institute
18. Achieves objectives.
Comes to work early.
Communicates effectively with each other
Innovates and grows
Attracts other excellent people to the company
Generates amazing value for the company
30. BE PURPOSE DRIVEN
• Define your company purpose. What are you
driving towards?
• Define the purpose of each person in your
organization. Answer the question, “Why am I
here?”
• Constantly communicate the group purpose and
each individual’s purpose.
34. BE PERFORMANCE ORIENTED
• Define the performance expected. Define how this
performance is connected to the company
purpose and the individual’s purpose. People
should know how they’re judged.
• Measure and Develop: Measure and Develop
performance. Don’t just expect it.
• Carrots and Sticks: Reward what you want more
of. Punish what you want less of.
36. BE PERFORMANCE ORIENTED
Notes on Measuring:
You can’t manage what you don’t measure.
(“I have a feeling” or “I think” don’t count.)
!
Measuring the wrong thing leads to wrong decisions.
(Measure things that contribute to achieving the purpose.)
!
Interpreting measurements wrong leads to wrong decisions.
(Validate with data. Validate the data itself.)
!
Use new tools to measure. Ask others how they measure.
(We use tools like Asana and PayrollHero)
37. BE PERFORMANCE ORIENTED
Notes on Developing:
Start with expectations.
(Company and Client Expectations)
!
Define what skills are required to meet expectations.
(Ask yourself: What do we have to be good at?)
!
Develop people to excel in these skills.
(Training programs, exposure, books, mentors, etc.)
!
Expand responsible people. Remove irresponsible people.
(If they’re good, invest more. If they’re not, don’t waste anymore.)
39. BE PRINCIPLES-LED
• Define your values. What are non-negotiably
important to you? How should everyone aspire to
behave?
• Defend your values. Especially from yourself.
• Demo your values. People follow the leader.
43. –May 22, 2014
“As I continue preparations for my talk on worker
happiness, I keep seeing the need to stress the importance
of executors (actual people) who will push (sometimes
fight) for actual change and the need to adopt new
methods (actual processes, strategies, and policies), and to
embrace and learn new tools (actual technologies) that all
come together to provide an engaged workforce that is
both productively achieving company goals and is happy
and committed. Someone has to do it. That someone has
to do new things. That someone doing new things needs
innovative tools.”