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TRANSCRIPT
Responsibility & Accountability: Managing your team in a results driven environment
Presented By:Sarah Hanna, CEOECS North
888-811-2250 ext. 102
www.ecsbillingnorth.com
Session Objectives
1. Identify what components make your company a place where people want to work.
2. Describe the cost of a wrong hire.
3. Explain what elements make a top performer.
4. Discuss coaching techniques that produce results.
The Real Cost of Employee Turnover
- G&A Partners
The Real Cost of Employee Turnover
- Latice.com January 2, 2020
The Real Cost of Employee Turnover
Training time.
Indirect costs of forming and reforming teams.
Falling behind on scheduled work because the trainer is unable to complete their 40-hour allotment.
The Real Cost of Employee Turnover
Missing deadlines.
Frustration and stress on the new and current workforce during training.
91% of U.S. employees have a ‘’grass is greener” mentality
51% of U.S. employees say they are actively looking for a new job or watching for openings.
Studies show that 75% of the demand for new employees is simply to replace
workers who have left the company.
The Real Cost of Employee Turnover
Outline Your Hiring Strategy
Perform an analysis of the skills required for the position.
Identify the core competencies required for each position.
Determine the attitude and characteristics of personnel which match the culture of the company.
Review hiring errors from the past. Is there a trend?
Identify what makes a Top Performer in your organization.
Distinguishing Top Performers
Talk with co-workers as to why they like working with the person.
How do they interact with customers, team members and management?
Evaluate what traits they have which make them a top performer.
Distinguishing Top Performers
• Sense of humor• Grace under pressure• Purpose• Dedication• Loyalty
• Confidence• Positive outlook• Strong leadership• Ability to think on
their feet
What makes your company a…
Employees Feel like their Work has Meaning
One of the strongest drivers of retention for Millennials
My Work has Meaning
Describe how their job affects your patients/customers.
Help employees discover how their role and daily tasks contributes to realizing the company’s mission.
Create opportunities for employees to share stories of their positive experiences with customers/patients.
Ease of Communication Between Managers and Employees
Individuals Feel:
Safe offering feedback and communicating with their managers.
Safe sharing new ideas and better ways of doing things.
Thanking and Showing your Team Appreciation
People who don’t feel adequately recognized are TWICE as likely to quit.
Thanking and Showing your Team Appreciation
Learn how employees like to be recognized.
Praise people for doing good work and achieving their goals while emphasizing why the recognized act was important.
Along with leaders, promote a recognition-rich environment with praise coming from multiple sources at multiple times.
Employee Development
Lack of development and career growth is the #1 reason people leave their job.
Create opportunities to learn, grow, acquire new skills, try different ways of doing work and take on exciting challenges.
Build a performance development environment where there is ongoing dialogue, awareness and recognition of strengths.
Make regular adjustments to align work, when possible, with team members' strengths.
Employee Development
Leaders Care about their Team as Individuals
Get to know the individual, acknowledge their achievements, hold performance conversations and show respect for the employee as an individual.
Invest in employees through awareness, time and intention.
Encourage Fun and Camaraderie among Employees
Encourage Fun and Camaraderie among Employees
Company loyalty is built on meaningful relationships.
Look for opportunities to get team members together for events.
Plan time to socialize when it will not disrupt customers or work.
Accountability isn’t just about setting and hitting benchmarks…
Are you tired of setting goals with no results?
How can you gain accountability and execution without beating the goals over your team’s heads?
The Burden of Accountability is on Leaders
84% of the 40,000 respondents stated the way leaders behave is the single most important factor which influences accountability.
The study also stated that only 15% of Leaders successfully define and broadly communicate results of work to promote accountability.
- 2014 The Partners In Leadership Workplace Accountability Study
Leadership that Cultivates Team Execution and Accountability
The Emotional Aspect of Accountability
Leaders need to creating an environment of trust.
Leaders need to build a sense of “belonging.”
The Emotional Aspect of Accountability
To meet the goals of the company and their position, people need to feel safe in their environment.
Safety = the ability to voice their opinions and make mistakes when trying to meet the goals without fear of repercussions.
Feel a sense of belonging with the group which feeds their sense of commitment to the company’s mission.
Leadership Behaviors that Promote Accountability
Honesty & Integrity
Trust
Clear Vision & Direction
Drive for Results
Leadership Behaviors that Promote Accountability
Communication
Ability to Change
Collaboration & Conflict Resolution
Measured & Bold Changes
Set measured milestones for quick wins and value.
Delivering quick value accelerates momentum toward the bigger outcome.
Measure and publicize value and wins.
WHATEVER YOU’RE DOING WHATEVER YOU’RE DOING TODAY, DO IT WITH THE TODAY, DO IT WITH THE CONFIDENCE OF A 4-YEAR OLD IN CONFIDENCE OF A 4-YEAR OLD IN A SUPERMAN T-SHIRT!!!A SUPERMAN T-SHIRT!!!
36 Resources
The Culture Code – The Secrets of Highly Successful Groups – Daniel Coyle
15 Practice Areas Critical to Achieving a Great Workplace – Tabitha Wilhelmsen Russell 4/23/2019
State of the American Workplace – Gallup 2017
The ‘8 Great’ Accountability Skills for Business Success – Joseph Folkman – Forbes
Leader’s Eat Last – Simon Sinek
Success In Any Business Is All About Accountability – Martin Zwilling
- Entrepreneuer.com
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Thank You for Your Time
Sarah Hanna
CEO, ECS North
888-811-2250 ext. [email protected]
www.ecsbillingnorth.com