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Make the workplace a more motivating environment- A fun place to work
Philip BerryVice President & Corporate OfficerColgate Palmolive
Is work supposed to be fun???
THE CRITICAL QUESTION IS THIS:
We spend 8-12 hours a day at work…..that’s equivalent to 1/3 -1/2 of
our lives!
So if we are not having fun, we should at least make it worthwhile!!
From whence comes Fun?It comes from:
Being satisfied Getting our needs met Doing something that turns pain to joy Ease of accomplishing a difficult task An experience that fulfills the senses Enjoying the moment Divine moments of sheer exhilaration!
We like to repeat things that are fun!
Fun is a fundamentally motivating phenomena!
Maslow’s hierarchy of needs states
Self actualization
achievement
Belonging
Hygiene Factors:Safety/security
David McClelland: Our behavior is shaped by the need for:
Achievement
Affiliation
Power
No matter which theory you embrace…
We want people to be motivated to repeat behavior which fulfills and exceeds organizational goals
They will do this if they are also meeting their needs in return!
Operations In Over 80 Countries
Operations In Over 80 Countries
PRODUCTS SOLD IN 223 COUNTRIES
GLOBAL SALES
24%24%
North AmericaNorth America
76%76%
Non-North AmericaNon-North America
Global External ChallengesGlobal External Challenges
Shortage of skilled Shortage of skilled talent because of talent because of competition for competition for resourcesresources
Global External ChallengesGlobal External Challenges
Best talent is Best talent is harder to find and harder to find and challenging to challenging to keepkeep
Global External ChallengesGlobal External Challenges
Every region of the Every region of the world has its own world has its own uniqueunique diversity diversity challengeschallenges
Global External ChallengesGlobal External Challenges
Younger talent has Younger talent has higher higher expectations of expectations of what the work what the work place should offerplace should offer
Most Critical Diversity Challenges are handling issues of:
Men and women in the workplace
Different generations in the workplace
Need to incorporate understanding of differences in outlook, values and work style!
Global ValuesGlobal Values
CaringCaring
Global Teamwork Global Teamwork
Continuous ImprovementContinuous Improvement
Need More than ValuesNeed More than Values
Need a Process and Conceptual Need a Process and Conceptual FrameworkFramework
Challenging Assignments Challenging
Assignments
Coaching and
Feedback
Coaching and
Feedback
Reward/Reward/PayPay
Reward/Reward/PayPay
Global Human Capital
Development
Global Human Capital
Development
Recognition Recognition Recognition Recognition RetentionRetention
Continuous Continuous Learning
Continuous Continuous Learning
Leadership Leadership DevelopmentDevelopmentLeadership Leadership
DevelopmentDevelopment
6 Keys to Success6 Keys to Success
Make Leadership Development a PriorityMake Leadership Development a Priority
Give them Challenging AssignmentsGive them Challenging Assignments
Institute Coaching and FeedbackInstitute Coaching and Feedback
Give them Continuous LearningGive them Continuous Learning
Develop Retention StrategiesDevelop Retention Strategies
Recognize ContributionsRecognize Contributions
Keys to Success:Keys to Success: Make Leadership Development a PriorityMake Leadership Development a Priority
Top PriorityTop Priority
Develop and Retain Develop and Retain Next 2-3 Generations of Next 2-3 Generations of
Colgate LeadersColgate Leaders
Identify Leaders Early in CareerIdentify Leaders Early in Career
““if you want 1 if you want 1 year of prosperity, year of prosperity, grow grain; if you want grow grain; if you want 10 years of prosperity 10 years of prosperity grow trees; and if you grow trees; and if you want 100 years of want 100 years of prosperity…grow prosperity…grow people!” Chinese people!” Chinese proverb.proverb.
Strategy to Select LeadersStrategy to Select Leaders
Leadership CompetenciesLeadership CompetenciesTechnical CompetenciesTechnical Competencies
Strategy to Select LeadersStrategy to Select Leaders
Career Tracks & Progressive AssignmentCareer Tracks & Progressive Assignment
Strategy to Select LeadersStrategy to Select Leaders
MOVE PEOPLE GLOBALLY, NOT JUST BACK TO U.S.MOVE PEOPLE GLOBALLY, NOT JUST BACK TO U.S.
GLOBAL CAREER IS THE PREFERRED PATH TO THE TOPGLOBAL CAREER IS THE PREFERRED PATH TO THE TOP
How We Identify LeadersHow We Identify Leaders
The Global Succession Planning The Global Succession Planning process occurs at all levels.. rolled process occurs at all levels.. rolled up from the up from the bottombottom and and calibratedcalibrated
at the topat the top
PersonalPersonalInformationInformation
Strengths and Strengths and Development NeedsDevelopment Needs
Work History Work History and Educationand Education
Next Two MovesNext Two Moves
Performance Performance RatingsRatings
ManagingManagingWith RespectWith Respect
DevelopmentDevelopmentActionsActions
PotentialPotentialSuccessorsSuccessors
Keys to Success:Keys to Success: Give them Challenging AssignmentsGive them Challenging Assignments
Assigning Challenging WorkAssigning Challenging Work
Promote best talent early and oftenPromote best talent early and often
Plan next two assignments within Plan next two assignments within five yearsfive years
Give a sequence of stretch Give a sequence of stretch assignments to promote growthassignments to promote growth
Select jobs to balance developmentSelect jobs to balance developmentHaveHave NeedNeed
High-Growth MarketHigh-Growth Market Developed Developed
MarketMarket
Small SubsidiarySmall Subsidiary Medium/Large SubMedium/Large Sub
Field ExperienceField Experience GlobalGlobal
Select jobs to balance developmentSelect jobs to balance developmentHaveHave NeedNeed
High-Growth MarketHigh-Growth Market Developed Developed
MarketMarket
Small SubsidiarySmall Subsidiary Medium/Large SubMedium/Large Sub
Field ExperienceField Experience GlobalGlobal
Assigning Challenging WorkAssigning Challenging WorkAssigning Challenging WorkAssigning Challenging Work
Visibility Plans for Best TalentVisibility Plans for Best Talent
Exposure trips with Senior ManagersExposure trips with Senior Managers Present at Budget Reviews, Senior Present at Budget Reviews, Senior
Staff meetings, etc.Staff meetings, etc. High-impact projects/taskforcesHigh-impact projects/taskforces Short-term Broadening AssignmentsShort-term Broadening Assignments Consistent feedbackConsistent feedback
Keys to Success:Keys to Success:
Give them Coaching & FeedbackGive them Coaching & Feedback
Providing Constructive FeedbackProviding Constructive Feedback
Annual Performance ReviewAnnual Performance Review
Individual Development Plans (IDP)Individual Development Plans (IDP)
360º Feedback360º Feedback
External Executive Coaching-Global NetworkExternal Executive Coaching-Global Network
Mentor /Buddy SystemMentor /Buddy System
Keys to Success:Keys to Success: Give them Continuous LearningGive them Continuous Learning
Continuous LearningContinuous Learning
Global Curriculum Geared To Increasing Leadership Competencies & Technical CompetenciesGlobal Curriculum Geared To Increasing Leadership Competencies & Technical Competencies
Global Leadership Competencies
Self-Awareness/Personal impact
Relationship Building Team Building Inclusive Leadership Managing People Communication-
written/oral Influence/Negotiation
Innovation Strategy/Vision Business/Global
Perspective Consumer/Customer
Focused Planning/Priority Setting Results Oriented Analytical/Decision
Making Managing Ambiguity
Global Leadership Competencies
Required & mandatory, not discretionary Required for advancement Evaluated in performance assessment Rewarded when practiced
Keys to Success:Keys to Success: Develop Retention StrategiesDevelop Retention Strategies
RETENTION PROGRAMSRETENTION PROGRAMS
Base pay at 75th percentile of the marketBase pay at 75th percentile of the market
Use of Stock Options and Restricted Use of Stock Options and Restricted Shares based on performanceShares based on performance
Reasonable PerquisitesReasonable Perquisites
Fit your compensation to the local marketFit your compensation to the local market
Classic Retention ToolsClassic Retention Tools
Its not all about money!Its not all about money!
War on talent study states that the supervisory relationship is the most critical element in retaining people!!!
Keys to Success:Keys to Success: Recognize ContributionsRecognize Contributions
Recognize ContributionsRecognize Contributions
Numerous ways to recognize positive Numerous ways to recognize positive behavior but consider the local behavior but consider the local cultural elementscultural elements
From individual momentos to team From individual momentos to team based rewards, The key is to reinforce based rewards, The key is to reinforce the behavior you desire to be the behavior you desire to be repeated!repeated!
Just say “ Thank You”Just say “ Thank You”
If you do these things will your work place be a more motivating workplace,…a more fun place to work???
