Pre-Game More Than the Game Don Harkey, CEO People Centric - - PowerPoint PPT Presentation

Pre-Game

More Than the Game

Don Harkey, CEO People Centric Consulting Group Springfield, MO

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Last Chance U

Season 5

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Dior Walker-Scott

Laney College Star WR

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• Great work ethic
• Team player
• Great speed
• Great route running

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Yet Dior Walker-Scott ends up having mixed success during the

• season. Why?

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• Estranged, abusive

father

• Homeless
• Hungry
• Working other jobs

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Sometimes our success in the Game is driven from beyond the Game itself.

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The Great Game of Business™ is a powerful system for empowering and aligning your team, but

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There are other systems that impact your culture that can negatively impact your results if they aren’t working properly.

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People Centric Cultural Framework™

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We will focus on 5 specific systems that will help to enhance your Game

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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

• nboard properly.

1 - Employee Onboarding

True Story “Nobody told me you were coming today. So typical!”

1 - Employee Onboarding

3 Onboarding Opportunities

• 1. 1st Hour
• 2. 1st Day
• 3. 1st Week

1 - Employee Onboarding

Onboarding Best Practices

• Imprinting
• Company Mission /

Values

• Map out the Experience
• Allow for Team

Connection (ex: Lunch)

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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?

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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 Team Department Team Department Team Management Team Department Team Department Team

Executive Team Management Team Department Team Department Team Management Team Department Team Department Team

Ideas Design 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

• pportunity 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

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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

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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

• f 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

• nce 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”

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5 Ways to Enhance the Game

1. Employee Onboarding 2. Organizational Design 3. Supercharge your Design Team 4. Manage Better 5. Check In Process

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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