Above And Beyond V2

Above and Beyond ‘ Give us your employees for 90 days and we’ll give them back their soul’ The 90 Day Employee Inspiration Programme

Where we’re at today Recession has meant that low morale is becoming the default setting for many employees Personal growth and job satisfaction has decreased, reducing feelings of fulfilment through work Work should go back to being a mission, an adventure and something to be looked forward to ‘ I used to get butterflies when I walked into work, but that seems a long time ago now.’

Why this is SO important You’ve done brilliantly innovating your products and proposition – consider now doing the same with your employees Become an extraordinary employer. Spend time and take pride in how different your employees experience is Be entrepreneurial when thinking about your team’s working life – how can you get that buzz back? Yes we all go to work to make money but there’s so much more to our motivations than that ‘ I’m worried that my staff might not be in the right place at the moment and morale is low. I need them to be ready when the upturn arrives.’

The Real Cost of Ignoring Engagement The Chartered Institute of Personnel and Development (CIPD) has shown that losing an employee of one year’s tenure will cost the equivalent of that person’s basic salary to replace. If you include the costs of recruitment, loss of productivity, morale and team focus – as well as required training time and loss opportunity costs, you are quickly into the millions of pounds for voluntary attrition alone. If you have 500 employees with a 15% voluntary attrition, that’s 75 people leaving in one year. If the average salary is £50,000, then the cost of attrition is £3,750,000 for that year alone. The ‘New War on Talent’ is about to kick off in Q1 2010 with fully 60% of employees looking for a new experience, recruiters more desperate than ever, and unemployment at an all time high. If you’re not addressing ways to keep people engaged and excited, we guarantee someone else is. The game is changing and the rules are being made up every day. Be a rule maker, not a game player.

Thought of the day… In a world where business is more interested in best practice rather than different practice, is it any wonder that employees’ working experiences are all starting to look the same?

Guaranteeing discretionary effort We believe your employees are your single most valuable asset We know what the contract says an employee should be doing. But how do we get £1.20 worth of value out of every £1 you spend on salaries? The Above and Beyond programme will dramatically enhance employee engagement, communication and motivation Ever worked for a truly inspirational organisation? How did that feel?

10% nature, 90% nurture Over the next 90 days, we’ll introduce our tried and tested programme to create a new, engaged Corporate Community within your organisation We’ll also train the trainer to maintain these key changes beyond the 90 days and monitor their progress You’ll see a fast, tangible change in employee morale and confidence Happy employees mean happy customers “ I care about the job, of course. But mostly I want to be inspired”

So how does Above and Beyond work? Inform and Include Taking the temperature Motivation/Engagement The Brand Promise Emergency Help Innovative Inductions A better workplace Recognition and Awards The Intranet and Benefits Click on the info buttons to the left of each programme chapter to find out more. At the end of a chapter you’ll see a home button which will return you to this menu screen Employee Identity Inspiring the Sales Team Conclusions

The inspired Corporate Community Click on the info buttons to the left of each chapter to find out more. At the end of a chapter you’ll see a home button which will return you to this menu screen ‘ First things first Taking the corporate temperature A better place to work Awesome communications Bringing back the butterflies Create a Recognition Tradition Inspiring Sales Remembering that this is fun Confusion Lost, Identity Found Total Reward The Brand Promise Employee Identity Innovative Inductions The Intranet & Benefits Emergency Help Every great journey…

Taking the corporate temperature What does your team really think about the organisation? Are there issues common to a number of people? How would they go about making inspired changes? Is it possible they have all the ideas already?

One on Ones…phase 1 We’ll conduct some top down and bottom up one to one’s and ask some interesting questions like: How have the last twelve months been? Do you still feel fully engaged? Does this job role give you butterflies like it used to? If you were in charge what’s the first thing you’d change? Most importantly of all, we’ll listen and take on board the feedback

Team Meetings…phase 2 We run a number of strategies here including: The Carlsberg Test The Greenhouse The seven habits of highly motivated people Draw how you feel The key is, no idea is too stupid Again we’ll LISTEN

And in parallel…phase 3 We’ll conduct a confidential online employee survey to establish where pain is being felt Financial prizes will be offered for all good ideas adopted All three phases should be completed by week 4

And then crucially, take action We’ll collate all the survey results and ask you to review them as an urgent agenda item at the next Board meeting Where improvements can be made we’ll divide them into 1, 3 and 6 month delivery times The quick and easy wins should be instantly implemented to give the process credibility You’ll announce the one, three and six month deliverables at your first Quarterly Performance Review (for more, see later)

Time for a Breath of Fresh Air? A common response from employee surveys is frustration with an untidy office Familiarity breeds contempt – “nothing’s changed in my working environment for ages” What easy steps could quickly and easily be taken to improve it?

An example Team ‘Breath of Fresh’ Air strategy Using the ‘Carlsberg’ data we’ll: Move team desks around Decorate the office to reflect the brand promise/corporate values Bring flowers to work Improve the lighting (especially in winter) Demand a clear desk policy – file it or bin it. Empty Pods Refresh the vending machines with better, healthier products Have free fresh fruit delivered every week Ask the sandwich lady to bring healthier options – salads for example Do a sponsored diet - £ for pound coming from the company Raise money for something specific (a guide dog, horse for the disabled) Adopt end of week team meetings to review progress

An example personal ‘Breath of Fresh’ Air strategy Using the Wheel experience data I’ll: Come to work a different way – it brings amazing freshness Car share with a colleague one Friday - discuss their working experience Read a newspaper every day and change the title if needs be Listen to Radio 4 in the car and get an opinion on the world Get a monthly lunch with someone from elsewhere in the business and ask them what they’re working on Go for a 20 minute walk each lunch time and breath! Reinvent my job spec – what else can I add to the company like creating a Sports/Social club or finding out who else likes rugby Think about what interests and skills I use at the w/e that might be useful here Organise my team to do something different one afternoon – get a two week tattoo, play bingo with pensioners, do a Reiki class Get the team in the pub one evening and compare notes Do all this to create a freshness reserve

Do your people know where they’re headed? Surveys suggest employees don’t feel trusted with the truth Recent redundancies has only enhanced this Increased suspicion of the Management team Easily solvable because normally this is caused by a lack of effective communication

Communication - the heart of your company’s DNA Insist on a culture of openness and honesty across the company Establish an open door policy and work regularly amongst the rest of the team Board led, the company must become communications experts Here’s a few ways how…

Communicate, communicate…you get the point Introduce Quarterly Performance Reviews and Company Report Cards Use everything; the Intranet, desk drops, internal newsletters and all wall space including bathrooms! Introduce breakfast clubs, lunch and learns and pizza/beer evenings

Introduction through Induction How good is your induction programme? Does it properly introduce and reinforce your brand promise? Do new people take too long to integrate or do they hit the ground running? Do HR and line managers end up fielding all the questions?

Your first chance to make a great impression – Induction Day New joiners attend within one month of start date Include the corporate story - get the Directors to host Must be fun, informative and fully interactive Create a comprehensive buddy system Rerun the induction for long term employees

Employee Identity…who are you? You’ve spent a fortune on establishing your corporate identity for your customers… But your employees have an identity too Another quick win and universally popular

Confusion lost…Identity found Provide a company uniform – polos, button downs, fleeces and/or laptop bags It provides an instant sense of belonging Takes away decision making – always smart casual and ready for work Free local advertising around town

Say thank you – it’s totally free of charge Employees increasingly feel they are being taken for granted, especially now When was the last time you stopped to thank a colleague for a job well done Shouldn’t there be some way to nominate corporate heroes? What sort of recognition process do you have in place?

Create a Recognition Tradition Introduce an Employee Recognition Programme and get team members to nominate colleagues online Have quarterly top performers dinners for people across the business Run a great sales convention and invite top non sales people too Include an awards section in the QPR’s – recognise staff publicly

This was supposed to be fun! A long year of cost removal, headcount reduction, unfilled vacancies and frozen pay Morale is weaker, job satisfaction down. ‘This used to be a fun place to work.’ But confidence is returning – the Credit Crunch Tail Employee Engagement is ready for lift off

Get your team feeling good again! Become famous for the parties you throw for employees. A great local recruitment tool Back a local charity and get employees to run/swim/diet to raise funds Get involved in Comic Relief/Children in Need - provides a tremendous feeling of team Keep a running total of money raised on the Intranet Raise money for something important

Treasure and protect your assets Sometimes things go wrong that are totally out of our control Does your team know you could be there to help? What support would you want to offer/bring Here are some ideas…

We’d like to be the first call you make Establish a confidential employee helpline Offer a ‘no questions asked’ £1000 emergency loan to all staff Ensure your benefits package matches employee needs – we’ll review it for you

The Brand Promise You’ve spent time developing a corporate mission statement including your vision and values It’s now time to establish a brand promise for your customers, partners and employees to ensure loyalty and give you an advantage So what’s a brand promise?

The Brand Promise A brand promise is a promise your entire company can keep What promises do your customers want companies like yours to make using the products, processes and people in your organisation? Look at your competition. What promise would give you the best competitive advantage? Here are some other examples This is the promise you then make and keep in every marketing activity, every action, every corporate decision and every customer interaction The promise drives budgets and stops arguments – the team need to be rewarded depending on their commitment to it

Make it part of the corporate DNA It’s now crucial your team eat, drink and sleep this Brand Promise This plus your mission, vision and values statement must be taught, advertised and promoted everywhere All personal objectives and KPI’s must be aligned to keeping this promise Here’s a great idea for checking how well your employees know and understand it?

Introducing Pitch Idol Hand in hand with Marketing we’ll write a one minute elevator pitch spelling out what the brand promise means We’ll also incorporate the company’s mission statement, vision and values We’ll then introduce Pitch Idol to the business and lots of team members to enter The winner gets a seriously nice prize & award at the QPR

The Intranet & Benefits You probably designed the Intranet to look something like this back in the day Intranets now need a refresh and a new purpose Employee handbooks are similarly wordy and cumbersome Employees still don’t understand their benefits package

Online Employee Benefits and the Intranet We’ll refresh the Intranet and let it take the strain We’ll review the Benefits and check their relevancy Benefits should then be put online with each employee having a clearly visible Total Rewards Statement

Inspiring the Sales Team At the end of the day Sales is the engine room of your organisation Properly motivated, the sky is the limit in terms of results A driven and enthused sales team pays for its own incentives

Sales Motivation Run a six monthly sales convention and reward all who achieve target plus 10%. Money must be spent here. Destinations for the convention could include Val d’Isere, Barcelona or Monaco Make the trips legendary Run sales incentives in parallel – such as ‘Thanks a Million’

We know it’s a daunting task but every great journey starts with a single step Let’s start where it hurts the most Above and Beyond can be run in any order and over any timescale Where would you like us to begin? Applause and questions

The Carlsberg Test A simple concept. If Carlsberg designed your office, how would it look? Let’s draw it on the whiteboard. We’ve had so many ideas from world class technology, Wii’s and top of the range plasmas, to views of a harbour, free cold drinks fridges and permanently stocked healthy food platters All of this is gold dust though, particularly when we come to Environment change later

The Greenhouse Question: What would it feel like to work in a highly motivated office? Butterflies Back! Highly Motivated One in, all in Innovative and Fun Excited by the challenge Proud of the company Standard office hours ignored High energy Unified goals & purpose Creativity encouraged and rewarded Referable to friends A fresh approach Job roles are expandable

Brand Promises Ritz Carlton – Ladies and Gentlemen serving Ladies and Gentlemen John Lewis – Never knowingly undersold Volvo – Safety first, always Disney – Create happiness Nike – Just do it Coke – Refresh the world in mind, body and spirit

Above And Beyond V2

More Related Content

What's hot (12)

Similar to Above And Beyond V2 (20)

Above And Beyond V2