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Lead Like a Human
How to Build Engaged Teams
Adam Weber, Chief People Officer and CoFounder Emplify Fishers, IN
Lead Like a Human How to Build Engaged Teams Adam Weber, Chief - - PowerPoint PPT Presentation
Lead Like a Human How to Build Engaged Teams Adam Weber, Chief - - PowerPoint PPT Presentation
Lead Like a Human How to Build Engaged Teams Adam Weber, Chief People Officer and CoFounder Emplify Fishers, IN A lot has changed since the 90s... A lot has changed since the 90s... A lot has changed since the 90s... Multi-Generational
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A lot has changed since the 90s...
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A lot has changed since the 90s...
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Multi-Generational Workforce
Pew Research Center
90s Today
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Values Then
- Compensation
- Benefits
- Stability
Values Now
- Company purpose
- Authenticity of leadership
- Professional development / growth
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Average Job Tenure by Generation
Pew Research Center
Baby Boomers Generation X Millennials
7 5 2
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70% of Employees are Disengaged
Emplify Insights Index
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Impact of Disengagement
Disengaged workers Lower productivity Lack of innovation Lower Profitability
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Impact of Disengagement
Disengaged workers Lower productivity Lack of innovation Brand Reputation
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Impact of Disengagement
Disengaged workers Lower productivity Lack of innovation Turnover
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Highly engaged employees are 87% less likely to leave their companies than their disengaged counterparts.
- Corporate Leadership Council
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The Payoff for Engaged Employees is Good for Business
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The Payoff for Engaged Employees is Good for Business
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What is Employee Engagement?
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An employee’s intellectual (head) and emotional (heart) connection with an employer, demonstrated by motivation and commitment (hands) to positively impact the company vision and goals.
#LLAH
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Engagement Drivers
Rest Capacity Professional Development Meaning Goal Support Manager Utilization Leadership Integrity Role Clarity Purpose Autonomy Shared Values Psychological Safety Fairness Coworker Relationships Feedback Leadership Availability
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- Am I comfortable and
am I going to stay?
Satisfaction is Good
- How can I drive the
business forward?
Engagement is Great
- I work only enough to
meet basic expectations.
- My heart and mind are
in it and I give 115% Everyday.
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Frustrated Frank
My employees are lucky to be a part
- f my team and have a job at a
successful company.
Things I hear struggling managers and owners say about their employees:
- Lack work ethic
- Want to be involved in everything
- Care more about ”life” in
work/life balance
Motivated Michael
My employees have made the decision to work for me and it’s my responsibility to ensure their work is challenging and meaningful.
Things thriving managers and owners do to invest in their workforce:
- Inspire the best
- Transparent
- Focus on outcome not hours
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Resource Guide
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6 Steps to build engaged teams
1. Centeredness 2. Align Around Your Company Purpose 3. Define & Activate Your Values 4. Set Goals 5. Create Culture of Continual Improvement 6. Use Data
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CENTEREDNESS
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“The hard truth is that there is no silver bullet to becoming an authentic leader. It’s a combination of doing the work to become an authentic person and applying solid leadership principles and tactics. ”
#LLAH
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Leading as your whole, authentic, connected self Growing in your self awareness Putting disciplines in place that add consistency to how you show up each day
What is Centeredness?
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It creates a psychologically safe environment where your employees can grow and thrive
Why Does it Matter?
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Centeredness
Live it Out
- Create a daily practice of self-reflection
- Get a hobby
- Focus on your health
- Invest in relationships
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ALIGN AROUND COMPANY PURPOSE
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“Why does what we do matter and what difference are we making in the world? ”
#LLAH Verne Harnish
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Align your team to your purpose by sharing customer stories regularly.
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Align Around Company Purpose
Live it Out
- Connect your people to the purpose
- Share stories of success
- Celebrate milestones
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ACTIVATE CORE VALUES
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Who are your cultural rockstars?
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You set ambitious goals, and you deliver results. You display commitment to mastering your craft and refuse to settle for the status quo. You believe in what others are capable of and push them to reach their true potential. You work sustainably, knowing you are in it for the marathon not the sprint.
Integrate Core Values Into Hiring & Feedback
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Activate Core Values
Live it Out
- Integrate values into hiring decisions
- Incorporate values into feedback
- Use values in recognition
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SET GOALS
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Purpose
Alignment to company “Why”
Meaning
Why Goals Matter?
Alignment to personal “Why”
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Set Goals With Your Team
Live it Out
- Identify their “Why”
- Map out a plan
- Hold each other accountable
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CONTINUAL IMPROVEMENT
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It starts with you.
#LLAH
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When you display a willingness to receive feedback, it makes your people want the same kind of feedback.
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Continual Improvement
Live it Out
- Start with you
- Put yourself in their shoes
- Consistent rhythms for feedback
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USE DATA
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Data is your permission to say no.
#LLAH
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Without data, you don’t have a clear picture of your team and the issues they need your help to solve.
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“Data, if used well, can have the power to
revolutionize how leaders engage their people.”
#LLAH
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Team Performance Retention Morale Trust
Business Outcomes
Survey
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Gather Employee Feedback Equip Managers To Act Align Your Executive Team Discover People Insights
Business Outcomes
Survey
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Use Data
Live it Out
- Gather feedback
- Discover insights
- Align leadership team
- Empower managers
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Be your very best self, see the best in your team, and lead them in unlocking their potential.
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Order on Amazon Today
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chris@emplify.com
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