Motivating people, getting the basics right

Wavelength May 2012

Lena Tailor - people partner

agenda

• What matters

• The basics

“I am motivated to do a great job”

Every quarter we ask people how motivated they are.

At the last read 89% answered this question positively.

89%

73%

45%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

NPS(%)

group NPS

group motivated score

group excited score

Advocacy: “Based on my experience at innocent, I would recommend a job at innocent to a friend or former colleague if asked”.

Excited: “I am excited about where innocent is going” Motivated: “I am motivated to do a great job”

*NPS is calculated by processing the responses to the Advocacy question using the equation: “Highly Likely” minus “Unsure”, “Unlikely” and “Highly Likely”

engagement

To a certain extent engagement can be driven by ‘biological’ factors

What matters

We know that what matters to people in terms of their motivation is:

1. The vision and values

2. Their leader

3. Making a contribution

people strategy = engagement strategy

6

agenda

• What matters

• The basics

8

Our strategy is a relatively simple one

Get the basics right

and execute them well

Keep it simple

the basics

The top 3 for us, are these

Hire and develop

strong leadersMake sure people

know what’s expectedCommunicate the

important stuff

the basics

And it starts with our leaders

Hire and develop

strong leadersMake sure people

know what’s expectedCommunicate the

important stuff

hiring leaders

“I’d rather have a hole than an asshole.”

Dan Walker, Head of Talent, Apple

We sweat the recruitment process

behaviours

management behaviours a little more detail

lives the values of

innocent

Lives and breathes the values of innocent in all that they do.

A great ambassador for what the company is all about.

sets clear direction Gives a clear understanding of what is expected of you through

helping you set clear, SIMPLE objectives and defining what success

looks like for you in your role.

empowers and motivates You feel empowered and motivated to take ownership, deliver real success and make a difference. Your manager gives you the space to get on with it and gives enough support when you need it.

coaches and gives great

feedback

Helps you to develop in your role through regular one to ones and constructive development chats. Gives you high quality, real time feedback on your strengths and areas to improve.

builds team spirit Cares about and champions you and the team. Builds a sense of purpose for the team and encourages effective teamworking.

And we have high expectations of them

development chats

People can expect a quarterly development chat.

Daily Real time feedback

Weekly 1 – 2 – 1s

Quarterly Development chats

Twice a yearPeople audit

Objective setting

Performance reviews

AnnuallyPay

Reviews

M J J AJ F M A S O N D

M J J AJ F M A S O N D

M J J AJ F M A S O N D

Core development

Innocent

induction

Innocent

academy

Innocent

Manager school

Leadership

Academy

NEW

Manager Masterclass

Work drivers / Insights

Managing your own

developmentInnocent

business academy

Leadership

tools

the basics

We take our internal communications seriously

Hire and develop

strong leadersMake sure people

know what’s expectedCommunicate the

important stuff

values

And relentlessly communicate the important stuff, like our values and what they mean in practice. We use these to guide our day to day actions and behaviours

17

communication

Every month we report back to the whole business on our performance against our strategy.

Each team also has a scorecard with 5 clear objectives

Objective Target

2011 Amber Green Actual

Protect our brand >A B

Improve our market share A B

Increase our revenue >A B

Grow our gross margin >A B

Maximise our profit >A >B

communication

We try to keep things simple and transparent

the basics

Finally, people need to know what’s expected

Hire and develop

strong leadersMake sure people

know what’s expectedCommunicate the

important stuff

cascading objectives

Objectives2012

InitiativesCompany

Bit: Essentials Objectives Themes

People

objectives

E & C

objectivesIT

objectivesFinance

objectives

Team obj. Team obj. Team obj.

Individual objectives

Individual objectives

Area

The challenge is to ensure every person has clear line of sight between their personal objectives and the company’s.

performance

We invest heavily in making sure everyone knows what is expected of them.

management behaviours

a little more detail

lives the values of

innocent

Lives and breathes the values of innocent in all that they do.

A great ambassador for what the company is all about.

sets clear direction

Gives a clear understanding of what is expected of you through

helping you set clear, SIMPLE objectives and defining what success

looks like for you in your role.

empowers and motivates

You feel empowered and motivated to take ownership, deliver real success and make a difference. Your manager gives you the space to get on with it and gives enough support when you need it.

coaches and gives great

feedback

Helps you to develop in your role through regular one to ones and constructive development chats. Gives you high quality, real time feedback on your strengths and areas to improve.

builds team spirit Cares about and champions you and the team. Builds a sense of purpose for the team and encourages effective teamworking.

top 5 tips

My top 5 lessons:

1. Focus on the stuff that matters, not the stuff that sounds good

2. If people don’t know what’s expected, go home

3. People want to know what they’re a part of

4. Mostly it’s about quality conversations

5. Be consistent – top and bottom

thank you