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Obtaining Discretionary Effort from Your Staff

Obtaining Discretionary Effort from Your Staff. Phillip Rosebrook Business Mentors. Definition.

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Obtaining Discretionary Effort from Your Staff

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  1. Obtaining Discretionary Effort from Your Staff Phillip Rosebrook Business Mentors Business Mentors

  2. Definition • dis·cre·tion·ar·y adj1. giving somebody the freedom to make a decision according to individual circumstances2. given according to the merits of an individual case, rather than being provided or awarded automatically3. able to be used as desired without any stipulations • My Definition: • Anything more than what is required for employment Business Mentors

  3. Where to Start? • Right people • Right system • Give tools to succeed • Provide feedback Business Mentors

  4. Hiring • Proper screening process • Good advertising • Selection and interviews • Always check references • Performance expectations • Job descriptions • Quantifiable benchmarks Business Mentors

  5. Feedback • 30/60/90 Reviews • Annual performance appraisal • 360 Review • MBWA • Formalized process Business Mentors

  6. Informal Feedback • Recognize worthwhile achievement • Praise publicly and often • Become a cheerleader • Criticize privately Business Mentors

  7. Stars Business Mentors

  8. Communication • Company Meetings • One of the most important team building opportunities • Overlooked element of organizational dynamics • Impacts customers and employees Business Mentors

  9. Company Meetings • Company business • Vision • Goal updates • Divisional reports • Upcoming activities Business Mentors

  10. Meeting Agenda Cont… • New staff Introductions • Victories • Upcoming activities Business Mentors

  11. Events • Create social evnts • Involve families • Community service • Reward for goal achievement Business Mentors

  12. Divisional Communication • Team involvement • Internal training • Project reviews and assessment • Divisional performance & challenges • Team building • Social opportunities • Lunch as a reward • Names, slogans, etc Business Mentors

  13. Upward Mobility • Allow staff to see a future • Training opportunities • Invest in your people • Post openings • Explain steps to move up • Beware of Peter’s Principle Business Mentors

  14. Compensation • Pay is important but not the most • Pay at least average but not too much • Provide incentives • Make measurements clear • Easy to understand • Update status often • Pay what you commit to Business Mentors

  15. Company Culture • Just the way we do things ‘round here • Service and quality • Provide work that employees are proud of • Exceptional service can be a sustainable advantage • Makes work fun • How does your company “feel” Business Mentors

  16. Community Involvement • Give staff an outlet for service • Allow staff a say in giving • Create a balance - not too much • Have a plan and budget each year Business Mentors

  17. Staff Quality of Life Issues “You cannot be at work thinking about home and at home thinking about work.” Zig Ziglar • Financial education - Dave Ramsay • Insurance • Tuition reimbursement programs • Scholarship program • Counseling services Business Mentors

  18. Leadership • Positive Passion • Smile and have fun • Admit your mistakes • Be humble • Be a good citizen • Be a person of virtue and company with values Business Mentors

  19. What Kind of Boss Would You Want? Business Mentors

  20. Benefits • Longevity and experience • New staff in tight labor markets • Free agents gravitate to winning teams • Better customer service • Ever ask a carpenter to clean a wall or extract at 2:00 AM? • Improved margins • Employees work FOR your success Business Mentors

  21. Your Obligation as an Employer • Your family • Employees families • Healthcare • Retirement • Children’s education • Citizen of your community Business Mentors

  22. Results • Create a truly exceptional company • Create a legacy for your family, your employees and your community Business Mentors

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