Ken Leatherman How to Effectively Hire Retain and Motivate Employees to Excellence
Ken Leatherman
How to Effectively Hire Retain and Motivate Employees to Excellence
• Matching applicants to the right job • What key factors will improve reten9on when put in place
• What mo9vates employees • How you can implement strong mo9va9on principles even when you are not in charge!
How to Effectively Hire, Retain and Motivate Employees to Excellence
There is nothing so unequal as the equal treatment of unequals
• Fit Defined as; • Adjective: (of a thing) Of a suitable quality,
standard, or type to meet the required purpose. • Verb : Be of the right shape and size for. • Noun: The particular way in which something, esp.
a garment or component, fits around or into something.
•
How to Effectively Hire, Retain and Motivate Employees to Excellence
“FIT” is comprised of these components
• Position
• Personality
• Natural vs. Environment
• Limerence
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Posi9on – What do they do? Task & Skill – Who do they do it with? People/Systems – Where do they do it? Environment
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Personality – Describe a High Performer (Personality) – Character is a value – Competence is experience, ability to learn and training
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Natural vs. Environment
• Base Personality
• Environmental changes based on “What we are being asked to do”
• We use energy to make the change from base to environment.
• Creates “Dis or Eu Stress”
• Which did you interview? Me or who you are asking me to be?
How to Effectively Hire, Retain and Motivate Employees to Excellence
• LIMERENCE
• “Limerence” is an involuntary cognitive and emotional state of being infatuated or obsessed with another person”
• Romance takes about 2 years
• Employees 6 months
• You give the benefit of the doubt even though the individual is not a good “FIT”
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Solu9on – Iden9fy high performers – Sketch out Traits (High or Low)
• Dominance-‐Extroversion-‐Pace-‐Detail
How to Effectively Hire, Retain and Motivate Employees to Excellence
• 1char·ac·ter noun \ˈker-ik-təәr, ˈka-rik-\ : the way someone thinks, feels, and behaves : someone's personality
• com·pe·ten·cy noun \-pəә-təәn(t)-sē\ : an ability or skill
How to Effectively Hire, Retain and Motivate Employees to Excellence
Character is; the connection of ideals, beliefs values and the foundation that the individual acts from. Competency is; what is learned in reference to a task, or a set of tasks that translates into experience and knowledge ultimately discerning the right decision in a task driven situation, it does not equate to character being present.
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Character – Used to be a product of education, home,
religious, community organization teaching. – Fast becoming an employer responsibility. – Character is connected to absenteeism,
presenteeism, destruction and theft of company property etc…
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Character. What is it made up of? – Purpose – Identity – Values & Beliefs – Capability – Behavior – Environment
• Character will play out in the form of commitment
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Competency – Historically always a product of education, vocational
training, employment. – Majority of employers see this as their primary
responsibility, try to hire character. – Competency is connected to skill development and
task management. All employees can reach some level of competency without character.
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Identification • Character: What beliefs/values are playing out in the form
of commitment? • Competence
– Low Competence High Commitment – Some Competence Low Commitment – High Competence Variable Commitment – High Competence High Commitment
How to Effectively Hire, Retain and Motivate Employees to Excellence
RETENTION
• Strong relationships lead to job satisfaction (gallup) • Relationship creates identity in the organization • Relationships are harder to leave than a “job”
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Theory X • Employees are inherently lazy • Will avoid work if they can • Inherently dislike work • Workers need to be closely supervised and comprehensive systems of controls developed
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Theory “Y” • Employees may be ambi9ous and self-‐mo9vated and exercise self-‐control
• Employees enjoy their mental and physical work du9es • Work is as natural as play • Employees possess the ability for crea9ve problem-‐solving • Employees will learn to seek out and accept responsibility and exercise self-‐control and self direc9on and accomplishing goals
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Implement two components of leadership style – Directive Behavior:
• Involves clearly telling people what to do, how to do it, where to do it, and when to do it, and then closely supervising their performance. (Delegating, Directive)
– Supportive Behavior: • Involves listening to people, providing support and
encouragement for their efforts, and then facilitating their involvement in problem-solving and decision-making. (Supporting, Coaching)
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Process of Improvement • Directing:
– The leader provides specific instructions and closely supervises task accomplishment.
• Coaching: – The leader continues to direct and closely supervise task accomplishments, but
also explains decisions, solicits suggestions, and supports progress. • Supporting:
– The leader facilitates and supports subordinates efforts toward task accomplishment and shares responsibility for decision-making with them.
• Delegating: – The leader turns over responsibility for decision-making and problem solving to
subordinates.
How to Effectively Hire, Retain and Motivate Employees to Excellence
• How it works best • Directing:
– Most effective with enthusiastic beginners
• Coaching: – Right for disillusioned learners
• Supportive: – The reluctant contributor
• Delegating: – Peak performers, people who have developed competence and are committed
How to Effectively Hire, Retain and Motivate Employees to Excellence
• 3 key ingredients • Goals:
– Start performance in the right direction and permit a manager to analyze a person’s competence and commitment (developmental level) to perform well.
• Praising: – Foster improvements in the developmental level of individuals and permit a
manager to gradually change his/her leadership style from more direction (directing) to less direction and more support (coaching and supporting) to less direction and less support (delegating).
• Reprimands: – Stop poor performance and may mean that a manager has to gradually move
back from less direction and less support (delegating) to more support (supporting) or more direction (coaching and directing).
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Implementation • Directing:
– Most effective with enthusiastic beginners
• Coaching: – Right for disillusioned learners
• Supportive: – The reluctant contributor
• Delegating: – Peak performers, people who have developed competence and are committed
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Implementation Cont.… – Responsibilities – Performance standards – What is good performance – Agreement – Evaluate weekly Competence and playing out of character in
commitment – Implement Directing. Coaching, Supporting and Delegating
How to Effectively Hire, Retain and Motivate Employees to Excellence
Motivation mo·ti·va·tion
/ˌmōtəәˈvāSHəәn/ The reason or reasons one has for acting or behaving in a particular way. The general desire or willingness of someone to do something.
• Employee looks at a combination of these factors – Pay – Location – Satisfaction – Management Culture – Advancement
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Pay – Unless you have a private income or someone to finance your lifestyle, the salary from your job pays for your home, food and everything else.
– There is a minimum salary that you can accept, even in those jobs about which you’ve fantasized.
– AVer you are sure that you can earn enough to support your lifestyle, other aspects of a job become important.
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Loca9on – Commu9ng can add many hours and lots of stress to the workday
– People who live close to their workplace can con9nue to work, make new friends, socialize, during the hours saved by their short commute.
– Some9mes the cost of commu9ng or parking can cut your effec9ve earnings below your needs.
– Child care or other family considera9ons may make commu9ng to work difficult
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Satisfaction • Even with several varieties of job satisfaction, few people are
totally happy at work • Honest with likes, dislikes and abilities.
• Management Culture • It is difficult to measure the management and overall corporate
culture of a workplace during a job interview. • Do they get along with their immediate boss. • Decide if the company is a good fit for them.
Effective Employee Coaching & Development MOTIVATION
• Advancement – A shortage of advancement opportuni9es is one of the main reasons people leave their jobs.
– Is there an offering of further training or educa9on. – Maybe the company has no real growth poten9al. – Career ladders can be horizontal as well as ver9cal
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Mo9va9on • Various Types
• Title • Pres9ge • Stability • Structure • Security • Recogni9on • Accomplishment
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Motivation • Mechanical duties; simple straight forward task, those
non-thinking rote duties, money is an excellent motivator • No thinking just methodical process that is rewarded
research shows money works effectively • Cognitive duties that require thinking either conceptually
or creatively, money is a non-motivator. The job has to pay enough. If it doesn’t the individual will not be motivated, but when it is enough it becomes a non-motivator
How to Effectively Hire, Retain and Motivate Employees to Excellence
• What mo9vates in jobs that require thinking? – Independence: The desire to be self-‐directed – Skill: further develop and improve myself – Purpose: Making a contribu9on
• Cri9cal that profit mo9ve does not become un-‐hinged from purpose.
• When it does moral/ethical issues arise
How to Effectively Hire, Retain and Motivate Employees to Excellence
USING INFLUENCE & TRUST
• INFLUENCER VS. TITLE – Title of authority does not impart loyalty or the commitment from those you work with
– Title gives the ability to punish and reward or “hide and seek” – Title implies organiza9onal authority but does not translate in to high performing organiza9ons or individuals
– Title combined with influencing skills creates a powerful organiza9on
How to Effectively Hire, Retain and Motivate Employees to Excellence
• INFLUENCER – May or may not have implied authority – Will have rela9onships with those around them based on trust and mutual reliability
– Will generate respect based on their personal conduct – Can change culture by their presence and influence in the company
How to Effectively Hire, Retain and Motivate Employees to Excellence
• NO POSITIONAL POWER – Become an influencer by “personal conduct” – Care for those around you by trea9ng them like yourself – Be honest about what reality is and what can be done to change it while not losing empathy
– Prac9ce giving autonomy, skill development and purpose – See the impact of your influence grow
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Territory – What territories exist?
• Who has control of; – Resources – Authority – Delegation
– Who is protecting their area(s)? • Territory management is out of a fear of;
– Resources – Poor management – Positioning
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Trust – Present in a situation in which one individual places his or her
interests under the control of another person, with the expectation of gaining a desired outcome for which the potential negative consequences are greater than the value of the potential desired outcome (Deustch, 1958; Zand, 1972).
How to Effectively Hire, Retain and Motivate Employees to Excellence
• Trust involves – Working through people – Attitudes on trust affect relationships – Effects of trust are underestimated – People act on mistrust – People don’t discuss mistrust – Affection can be present without trust – Trust can be present without affection
How to Effectively Hire, Retain and Motivate Employees to Excellence
• 5 Behaviors that build Trust – Sharing relevant information – Reducing controls – Allowing for mutual influence – Clarifying mutual expectations – Meeting expectations
How to Effectively Hire, Retain and Motivate Employees to Excellence
CONCLUDING THOUGHTS
• Start where you are – Determine whether you are considering “FIT” – Identify where you are or your employee is in the Competence/
Character–Commitment triangle. – Where are you or your employees in relationship to the hierarchy
of what the organization provides. – Identify the territories you work in – Identify trust issues and work on behaviors that build trust and do
an honest assessment of the state of the union – Control, work on your response, drop the victim mentality, seek to
thrive in the environment you’re in now until it changes.
Effective Employee Coaching & Development Creating the new Culture
THANK YOU!
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