Want to improve morale - PowerPoint Presentation by mifei

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									      Enhancing Morale in Your
           Organization
          Ideas from Fortune Top 100 Companies to
                          Work For
                        Pauley Johnson, PhD
                           NIATx Coach
                 NIATx SAAS Summit June 22-25, 2008




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                Workshop Outline;
 • What does the research say about employee
   involvement and commitment?
 • How does this fit with “best practices” from
   top 100 best companies to work for?
 • Tips for adapting ideas to fit your organization
 • Create a pilot project to test a practice in your
   organization



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  What are the Opportunities?
 • Staff turnover a major issue
 • Affects client continuation and other
   outcomes
 • Cost to train new staff
 • Effects on remaining staff morale when
   colleagues leave
       – Added work load
       – Why did they go?
       – Disruption in work flow


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    How do we develop, encourage,
    and maintain staff involvement in
      their jobs and commitment to
                their work?




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  Employee Involvement Definition:
  Individuals are involved in their jobs to the
  extent that:
    – Their work performance affects their self esteem
    – They accept and identify with the values and goals
      of the organization
    – They perceive a fair “exchange” relation with the
      organization

    Ashkanasy, Wilderom & Peterson, Handbook of Organizational Culture and Climate, 2000,
       p. 331




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            Some major elements of
            employee involvement:
  • Voice
  • Open Communications
  • Values fit
  • Personal Goal Fit (opportunities for
    growth and development)
  • Family Goals Fit
  • Similar categories for Top 100
    Companies!
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                Promising Practices

                  Top 100 Companies




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 Open Communications/Voice
  • Solicit employee’s ideas
        – Cisco – CEO’s blog, “On My Mind”
        – Shared Technologies – CEO Tony Parella visits all
          41 locations each year to talk with workers
        – Adobe Systems – Employee councils regularly
          provide ideas for improvements to mgmt
  • Share Information
        – Adobe Systems – CEO answers employee emails
          within 24 hrs.
        – Rackspace – Holds bi-monly open book mtgs to
          discuss company’s financial status


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  Family Goals Fit (Family Friendly
             Policies)
    • Flexible schedules:
          – The Container Store – has a 9-2 shift allowing for pick up
            and drop off at school
          – Network Appliances – Job Sharing
    • Parental leave:
          – Boston Consulting Group, Arnold & Porter – 3 mons. paid
          – Principal Financial Group – can buy extra time off
    • On site child care
          – SAS
          – Principal Financial Group



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                     Health Care

 • Qualcomm – On Site Primary Care
 • Arnold & Porter – sliding scale for health
   insurance based on salary
 • Network Appliances – provided autism
   benefit based on employee requests




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           Helping Employees Meet
             Professional Goals
 • Stew Leonard’s Supermarket – approximately
   85% of managers are promoted from within
 • Principal Financial Group – “whole career
   cycle” policies to help mothers stay employed
 • Principal Financial Group – top mgmt ranks
   equally populated with men and women --
   “Never assume who wants an opportunity.”
 • Casino Station – in-house training for dealers
   and other promotional opportunities

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           Helping Employees Meet
               Personal Goals
 • REI – challenge grants to employees for
   gear to tackle an outdoor goal
 • Station Casinos – Help to learn a
   foreign language or gain citizenship
 • “The Dream Manager” (Matthew Kelly,
   2007) – Help employees set personal
   goals to achieve specific dreams and
   coach them to success
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   Commitment to Shared Values
          and Ethics
   • Methodist Hospital, Umpqua Bank, Intuit –
     Paid time off for volunteer work
   • Quicken Loans – no subprimes
   • Children’s Healthcare of Atlanta
         – 46% of new hires from employee referrals
         – “Idealism” a central value sought in new hires
         – Above average tenure for staff who cite “idealism”
           of culture as reason for remaining


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    Commitment to Strengthening
            Culture
  • Gore-Tex – hire those driven by
    opportunity rather than power or status
  • Robert W. Baird Financial Services –
    potential new hires interviewed
    extensively, including by future
    assistants


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      Tips on “Borrowing” Ideas




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   Treat Problem Solving as a Game

   • Have FUN!
   • Daniel Goleman study re good moods:
         – Help us to think flexibly
         – Help interact more collaboratively
   • “The supreme accomplishment is to blur
     the line between work and play” --
     Arnold Toynbee

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                          Be Daring
 • Bertrand Russell:
       – “Do not fear to be eccentric in opinion, for every opinion now
         accepted was once considered eccentric”
       – Light bulb, Telephone, Women’s Suffrage, Computer
 • 1876 Western Union memo:
       – “There are too many shortcomings for the telephone to be
         seriously considered as a means of communication.”
 • 1945 Tom Watson:
       – “I think there may be a market for maybe 5 computers”
 • Albert Einstein:
       – “If at first an idea is not absurd, then there is no hope for it.”



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  Be Optimistic and Persistent
   • Henry Ford:
         – “Whether you think you can or think you can’t, you
           are absolutely right.”
   • Mistakes are fodder for creativity –
         – Expect to fail, revise, redirect
         – The only way to find out what works is to find out
           what doesn’t
   • Ask great questions, then get support through
     data

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          Challenge Assumptions
 • Clear deck of old ideas
 • Consider everything you “know” to be true about
   a service or process you currently do
 • Examine each assumption in turn (no matter
   how logical) and ask yourself – “What if it’s not
   necessarily the case?”
       – Oakland A’s (earned run avg vs. on base avg)
       – Boston Standup Stapler
       – KB Homes (people want basements)



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    Eliminate Either/Or Thinking –
              Yes, and

    • Cert’s ad campaign – breath mint/candy
      mint… 2 mints in one
    • Hybrid Cars




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 Change/Adapt – Don’t Throw Out
   • Warner Bros, Looney Tunes development
         – Held “yes” meetings – ideas could be changed but
           not thrown out
   • Reid Hastings – Netflix
         – Step 1: rent dvd’s over Internet
         – Step 2: subscription service
         – Step 3: download dvd’s directly off Internet
   • Create “Parking Lot” for good ideas that come
     up

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                Pose Multiple Viewpoints
                   to Same Problem
  • Employee/Parents have multiple needs to
    juggle
        – Providing transportation to and from school and
          after-school activities
        – Caring for children during illnesses
        – Obtaining child and family health insurance
        – Obtaining good child care
        – Attending child’s functions
        – Completing personal chores (doc visits, food
          shopping, etc.)


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  Look for Worst Possible Solution

  • A real solution, not an “anti” solution
  • Tweak it to make good
  • Woolmark’s summer weight wool
    promo:
        – Sheep in Central Park in Aug
        – Models w/ sheep on leash Madison Ave
        – 8 million media impressions (not BAAAAD)


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                Sell New Ideas
   • Pilot tests and data
   • Adapt as you go and learn from
     mistakes
   • Create a catchy name
   • Have FUN!




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    Instructions for Group Activity
   • Break into groups of 5-6. Your group is now a hypothetical
     organization. Ignore all former concerns within your own
     organization. Resources are your only constraint.
   • 5 min. – Silently generate ideas you could pilot test to improve
     one of the five major elements of employee involvement (Voice,
     Open Communications, Values Fit, Personal Goals Fit, and
     Family Goals Fit)
   • 10 min. – Go around the group each volunteering one idea until
     you have listed all the group’s ideas on a flip chart
   • 20 min. – Discuss the ideas and decide which you want to pilot
     test. (NOTE: Start with something easy to do and easy to
     measure the results. You may need several iterations before
     you will get the change the way you want it.)
   • 10 min. – Develop a plan to implement your test. How will you
     measure your pilot test to know whether your plan is an
     improvement?
   • Final 15 min. – Discussion of each group’s plan and questions
     and answers.

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