Act presentation final
- 1. To Build a Strong Cultural Foundation By Dana Barbato, SPHR, SHRM-SCP CEO, InvestiPro Accountability + Civility = TrustCopyright InvestiPro 2018. All rights reserved.
- 2. ccountability ivility rust "If you are building a culture where honest expectations are communicated and peer accountability is the norm, then the group will address poor performance and attitudes.“ ― Henry Cloud, American Author Copyright InvestiPro 2018. All rights reserved.
- 3. A C C O U N T A B I L I T Y TRUST TRUST TRUST TRUST TRUST ENGAGEMENT S T A Y
- 4. Take the temperature Listen and observe with an open mind and no pre-determinations to understand how the staff feels about the company and their jobs. The results are invaluable toward fixing cracks in your foundation and preventing a crisis. Copyright InvestiPro 2018. All rights reserved.
- 5. For change to happen; 1. employees must hear the words and see the actions, 2. employees must know that there is a safe procedure for coming forward, and 3. employees must clearly understand the process that will take place after they come forward. Copyright InvestiPro 2018. All rights reserved.
- 6. Group Project: Why did Miguel resign? ➢Miguel Ramirez presented his manager with a resignation letter providing two weeks notice, but no reason for leaving. ➢Miguel is a 48 year old Sr. Account Analyst who has been with the company for 12 years. ➢The HRBP met with Miguel, and when asked why he is leaving he stated it was just time for him to move on. ➢Miguel had been a high performer with no disciplinary problems, and he had not brought forth any problems with the work or other employees. ➢There were no changes in Miguel’s department other than expansion including the hiring of 3 recent college graduates that were hired in the last two months. ➢Miguel’s job duties had not changed except for the responsibility of sharing his historical knowledge of the company and processes with the new hires. Copyright InvestiPro 2018. All rights reserved.
- 7. The 5 Steps of Accountability Who How Risk Resolve Results Copyright InvestiPro 2018. All rights reserved.
- 8. Copyright InvestiPro 2018. All rights reserved.
- 10. The best way to get buy in from your workers… is to get them involved in the process!
- 11. How could civility have made Miguel decide to stay? Copyright InvestiPro 2018. All rights reserved.
- 12. It’s a start…… Code of Civility Copyright InvestiPro 2018. All rights reserved.
- 13. A little Guidance. What is one action, that if everyone did it every day, would have the biggest impact on your company culture? What terminology will be relatable to a diverse staff? Will your Code speak only to employees, or include customers, vendors and visitors? Does your Code include a statement of accountability? It’s about the Dos not the Don’ts! Copyright InvestiPro 2018. All rights reserved.
- 14. Copyright InvestiPro 2018. All rights reserved.
- 15. Question, comments or helpful hints? Contact me: Dana Barbato Call:Office 541-410-8840 Cell 541-410-8160 Email: Dana@goinvestiPro.com The HR Investigator’s Blog www.goinvestiPro.com/blog Follow me: @InvestiPro Dana BarbatoSPHR InvestiPro Take 3 – Write 3 Copyright InvestiPro 2018. All rights reserved.