Pre-Game More Than the Game Don Harkey, CEO People Centric Consulting Group Springfield, MO
Pre-Game Last Chance U Season 5
Pre-Game Dior Walker-Scott Laney College Star WR
Pre-Game • Great work ethic • Team player • Great speed • Great route running
Pre-Game Yet Dior Walker-Scott ends up having mixed success during the season. Why?
Pre-Game • Estranged, abusive father • Homeless • Hungry • Working other jobs
Pre-Game Sometimes our success in the Game is driven from beyond the Game itself.
Pre-Game The Great Game of Business™ is a powerful system for empowering and aligning your team, but
Pre-Game There are other systems that impact your culture that can negatively impact your results if they aren’t working properly.
Pre-Game People Centric Cultural Framework™
Pre-Game We will focus on 5 specific systems that will help to enhance your Game
Pre-Game System 1 Employee Onboarding
1 - Employee Onboarding Feedback Which best describes your current onboarding process? a) What onboarding process? b) It is very HR-like with paperwork and tax forms c) Our onboarding process makes people feel like part of the team
1 - Employee Onboarding The Onboarding Problem When we need new people, we are often shorthanded, leaving us little time to hire or onboard properly.
1 - Employee Onboarding True Story “Nobody told me you were coming today. So typical!”
1 - Employee Onboarding 3 Onboarding Opportunities 1. 1 st Hour 2. 1 st Day 3. 1 st Week
1 - Employee Onboarding Onboarding Best Practices • Imprinting • Company Mission / Values • Map out the Experience • Allow for Team Connection (ex: Lunch)
Pre-Game System 2 Organizational Design
2 – Organizational Design Your organization is perfectly designed to get the results you are getting.
2 – Organizational Design The Design Problem Most organizations evolve instead of being deliberately designed.
2 – Organizational Design True Story “We have no accountability and communication is poor in that department.”
2 – Organizational Design Organizational Design Tips • Every employee has 1 boss • No more than 8-12 direct reports • Role Clarity (Job Mission Statements)
2 – Organizational Design Organizational Redesign Tip Forget about the specific people you have today. How would you tell a friend to organize a new company that does what you your company does?
Pre-Game System 3 Supercharge your Design Team
3 – Supercharge Your Design Team Feedback What is the status of your design team? a) We are not currently playing the Game b) We didn’t create a design team to implement the Game c) Our design team stopped meeting once the Game was implemented d) Our design team still meets, but could be more productive e) Our design team still meets and is very productive
3 – Supercharge Your Design Team The Design Team mobilizes your team to create change by implementing the Game.
3 – Supercharge Your Design Team Do you have other things you’d like to change? Are there things your people would like to change?
3 – Supercharge Your Design Team The Design Team can become a place where change can be discussed and implemented
Executive Team Management Management Team Team Department Department Department Department Team Team Team Team
Executive Team Management Management Team Team Department Department Department Department Team Team Team Team
Design Ideas Team
3 – Supercharge Your Design Team Agenda 1. Update on active project teams 2. Discuss new ideas 3. Review hopper of past ideas 4. Launch new project teams 5. Communicate with peers
3 – Supercharge Your Design Team You will spin off “STEP Teams” to work on various projects, which gives you the opportunity to include more people.
3 – Supercharge Your Design Team STEP • Strategic – Aligned • Team – Diverse team • Engagement – Buy-In • Project – Clear scope
3 – Supercharge Your Design Team Example Active STEPs 1) Product X Concept 2) Customer Service Call Improvement Hopper • Marketing Initiative • Company Picnic • Research
3 – Supercharge Your Design Team Pro Tip Use Trello
Pre-Game System 4 Manage Better
4 – Manage Better Feedback How do you prepare / train your managers? a) We don’t offer management training / development b) We are open to our managers attending training / development that they find and want to attend c) We have done management training initiatives in the past d) We have a management training program that all managers go through
4 – Manage Better In the US, 2 out of 3 employees are disengaged
4 – Manage Better This translates to $500-$600 billion in lost productivity each year!
4 – Manage Better What is the #1 cause of disengagement? (Hint: It causes 70% of all disengagement)
4 – Manage Better Management
4 – Manage Better The Management Problem You find someone who is great their job, so you give them a completely different job without additional training, support, or systems.
4 – Manage Better Role of Management 1. Represent the Organization 2. Manage Employees 3. Oversee Areas of Responsibility
4 – Manage Better Role of Management 1. Represent the Organization 2. Manage Employees 3. Oversee Areas of Responsibility
4 – Manage Better Management Training • Communication • Accountability • Coaching • Leadership
Pre-Game System 5 Check In Process
5 – Check In Process Feedback Which best describes your company? a) We don’t have any systems that require managers to evaluate employees. We are informal. b) We use an annual performance appraisal c) We have a system where managers give feedback to employees quarterly (at a minimum).
5 – Check In Process True Story At a HR Conference, I ask, “Who does performance appraisals?”. Now, “Who likes performance appraisals?”
5 – Check In Process 69% of managers say that they have difficulty “talking to their employees in general”
5 – Check In Process 45% of HR leaders do not think the annual performance appraisal is an accurate appraisal of an employee’s work
5 – Check In Process An employee is twice as likely to look for another job if they haven’t received feedback on their performance in the last 2 weeks.
5 – Check In Process How often should a manager give feedback to an employee on their work?
5 – Check In Process Summing up: ✓ Managers struggle talking to employees ✓ Managers should do it a lot more Yet, many companies have systems that require managers to talk to really talk to employees only once a year
5 – Check In Process The Evaluation Problem Managers aren’t giving regular feedback to their employees because you aren’t asking them to.
5 – Check In Process Companies with a Check In Process experience 15% lower turnover
5 – Check In Process Check In Process ✓ Annual IDP ✓ Quarterly Check In ✓ Daily “Nudges”
Pre-Game 5 Ways to Enhance the Game 1. Employee Onboarding 2. Organizational Design 3. Supercharge your Design Team 4. Manage Better 5. Check In Process
Pre-Game All Star The more things you do well, the better the Game will work because your team will be empowered and aligned!
SUMMARY Implement systems to enhance your culture to empower and align your team
QUESTIONS? Don Harkey PeopleCentric.com
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