IMPROVING EMPLOYEE EFFECTIVENESS Presented by Dr. John Persico Jr.
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IMPROVING EMPLOYEE EFFECTIVENESS
Presented by Dr. John Persico Jr.
THE FIVE MYTHS OF EMPLOYEE DEVELOPMENT
• We keep doing the same thing and expect different results
• No one is happy with our performance systems• We must set goals for employees or they will
underperform • A manager’s job is to keep our employees busy• There must be a better way to manage people• We never have the right people for the right jobs• It takes so long to hire a new employee
Why they must be understood before we can improve employee effectiveness!
THE FIVE MYTHS OF EMPLOYEE DEVELOPMENT
1. The Myth of Motivation“We have three innate psychological needs—competence, autonomy, and relatedness. When those needs are satisfied, we’re motivated, productive, and happy.” ― Daniel H. Pink, Drive: The Surprising Truth About What Motivates Us
THE FIVE MYTHS OF EMPLOYEE DEVELOPMENT
2. The Myth of Education and TrainingA Ph.D. is not necessarily better than an MBA, An MBA is not necessarily better than a BA, A BA is not necessarily better than a HS diploma,A HS diploma is not necessarily better than no diploma.
IT ALL DEPENDS!
THE FIVE MYTHS OF EMPLOYEE DEVELOPMENT
3. The Myth of Experience In an interview: Applicant: “I have fifteen years of experience.”Interviewer: “Is it fifteen years of experience or one year of experience and fifteen years of repeating it?”
Dr. W. E. Deming: “Experience without theory teaches nothing.”
THE FIVE MYTHS OF EMPLOYEE DEVELOPMENT
4. The Myth of Performance Management • How many of your employees would be twice as productive if
they were paid twice as much tomorrow?
• Goals can either be too low, too high or just right. Most systems cannot determine which goals are “just right.”
THE FIVE MYTHS OF EMPLOYEE DEVELOPMENT
5. The Myth of Talent Management
Democracy is a system that achieves extraordinary results with ordinary people. --- Hubert H. Humphrey
Do you know how many people are “above average?” In a study conducted by psychologists Hoorens and Buunk, high school
students were asked to estimate how true a number of personality traits were of themselves, and of the average student. Results showed that students rated themselves significantly higher than average on positive traits (such as honesty, persistence and originality) and lower than average on negative ones (such as hostility, vanity and reasonableness.)
There are a ton more studies which demonstrate this tendency to rate oneself as above average: ninety percent of drivers think they are better than the average driver, and most students think they are more intelligent than the average student.
BUILDING AN EFFECTIVE EMPLOYEE DEVELOPMENT PROGRAM
BUILDING AN EFFECTIVE EMPLOYEE DEVELOPMENT PROGRAM
Skills and Abilities
Creativity Initiative
DesireRecruiting
BUILDING AN EFFECTIVE EMPLOYEE DEVELOPMENT PROGRAM
Skills and Abilities
Creativity Initiative
Desire
Developing Theory/Experience
Mentoring
Planned Work
Projects
Recruiting
THE STEP MODEL FOR EMPLOYEE TRAINING
Innovator
Discriminator
Describer
Skilled Worker
Educator
Theory
Theory
Theory
Theory
ExperIce
ExperIce
ExperIce
ExperIce
BUILDING AN EFFECTIVE EMPLOYEE DEVELOPMENT PROGRAM
Skills and Abilities
Creativity Initiative
Desire
Developing Theory/ Experience
Mentoring
ManagingPlanned
Work Projects
Coaching
Removing De-
motivators
Recruiting
BUILDING AN EFFECTIVE EMPLOYEE DEVELOPMENT PROGRAM
Skills and Abilities
Creativity Initiative
Desire
Developing Theory/Experience
Mentoring
ManagingPlanned
Work Projects
Coaching
LeadingAdvancement & Organizational
Incentives
Removing De-Motivators
Recruiting
QUESTIONS AND COMMENTS
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