Welcome to

By Coach AJAY GOMES

“How to Keep Your Workforce

Engaged & Motivated”

Watch it on Youtube http://www.evangelictraining.com/

My name is Ajay Gomes: A Life skills & Business

Coach, and an Aspiring Serial Entrepreneur, helping

individuals, small business owners and new Entrepreneurs: To

attract ideal clients - Set up measurable marketing system for

profitable results and Double their business in 6 to 12 months

- through Workshops, Seminars (on line and off line) and

One-On-One Coaching in person and over phone…

It’s an Internal Thing

Remember the Truth (on your face…)

• You cannot Engage & Motivate someone unless he/she has the willingness for it…

• I have discovered a particular Bell Curve phenomenon:

3% (the crème de la crème – super performers – 80% and above results)

7% (the great performers – 60 to 80% results)

20% (needs constant farming… push and pull herd – 30% to 80% results )

40% ( raw : can go either way if not well cultivated - 10% to 80% )

30% ( no matter what… either live with them or relocate them ( my way of doing…) in HR lingo, “fire them”… ( the hagglers and heckler… the lazy bums )

My question is, what will be your % of …or how will you handle them… where will your focus be ? What will your strategy be ?

My strategy will be to apply Pareto Principle

It’s 80 – 20 rule

There are various stages an employee goes through his/her life in an organization….Stages of Motivation:

1. Motivated & Unproductive –

In the beginning when he/she enters the Org…. (do you recall your first few days when you started your work? Or when you join a new company?... (do express in the panel..)

1. Motivated & Productive –

When the employee has spent some time and has learnt the system

1. De-motivated & Productive –

Here begins the trouble… the red flag area… and unfortunately most managers fail to recognize this (here the employee is producing the desired results by virtue of being long enough in the system and knows his job… look out for this group)

1. De-motivated & Un-productive –

Things are almost out of control… people who are not interested in their work and don’t feel like giving their best…they are seniors and some of them would be leaving very soon….if not, stay with the backing of unions…

Stark Statistics

1. Only 30 percent of employees worldwide feel inspired and engaged by their careers

2. Close to half (48%) of employees across the globe detest their jobs

3. 18 percent of employees globally are actively disengaged meaning though they are present at work, they hate it completely

4. Highly engaged employees were 87 percent less likely to leave their companies than their disengaged counterparts

5. 3 out of every 4 people who leave their jobs of their own will, aren’t quitting their jobs but their bosses/ managers

6. Less than half of the workforce (40 percent) were aware of their company’s goals, tactics and strategies

7. Organizations with greatly engaged employees accomplish double the annual net income of those whose employees are not so well engaged (as per an analysis of 64 organizations)

Is this, some kind of a joke?

What does it say? (please write down what you think, on your

note pad and if you want to share you may post it on the wall)

• When you look at it, “how to keep your workforce engaged & motivated” the answer is already there…

• Look at it carefully…

• What do you see?

• You can’t find it, right?

• Well, look at the two words – Engaged & Motivated…

• What does Engaged mean?

• What does motivated mean?

(let’s see on the panel, please give your input…)

• Now, if you have written ….. you already know the answer…

• So, go and start doing them…

• (just joking…)

• Moreover, if you google the term’ “how to keep workforce engaged and motivated” it will throw up About 53,600,000 results (0.68 seconds) (About 82,100,000 results (0.71 seconds) last week

• Wow! That’s humongous

• This also shows a kind of (not engaged and not motivated attitude…) otherwise, why would people be late? When everyone had been informed about the time? And it’s only 60 minutes…

• What had kept these people away ?…

• (I know ,only one valid and authentic answer…

• it’s called ‘Because’ ….

• And as we go along, you will discover, that, this whole business of ‘engaging and motivating’ thing has nothing to do with ‘engagement and motivation’ at all in reality …

(many of you would be surprised…. Right?)

• I thought so…

• Oh, what is it then?

• (post your comment…)

• Point blank………………… It’s a Leadership issue !!! • If you are a leader and/or have attended powerful sessions conducted by powerful

leaders you will know…

• Engagement and Motivation are results of Effective Leadership…

Story: 3 stone cutters

• ONLY ORGANISATIONS THAT TRULY ENGAGE AND INSPIRE THEIR EMPLOYEES PRODUCE WORLD CLASS LEVELS OF INNOVATION, PRODUCTIVITY AND PERFORMANCE

• ENGAGED EMPLOYEES HAVE A SENSE OF PERSONAL ATTACHMENT TO THEIR WORK AND ORGANISATION; THEY ARE MOTIVATED AND ABLE TO GIVE OF THEIR BEST TO HELP IT SUCCEED

• “AN ENGAGED EMPLOYEE IS AWARE OF THE BUSINESS CONTEXT, AND WORKS WITH COLLEAGUES TO IMPROVE PERFORMANCE WITHIN THE JOB FOR THE BENEFIT OF THE ORGANISATION.

Your employees need more than a paycheck; they need a – Psychological Paycheck

• Do you have a dedicated agenda (along with a team) and structure (with definite parameters) for the above?

Do you know how much poor morale is costing your company?

Just think for a while and consider the following:

1. How much does the hiring and training cost when you have to replace only one employee?

2. How much do the hours of lost productivity cost because your staff has low energy?

3. How much is the cost of a lost customer because an employee had a negative attitude on the phone?

4. How much money are you losing because of a lack of employee cooperation and team spirit?

Now, before I jump into the ‘how to’ part… I want to ask, ‘why’?

Why do you want to them to engage and motivate? Because…..

well, I mean, aren’t they supposed to do their job as agreed upon? And if they are not doing, then it’s your job to make sure they do it…

…that there’s a miss-match

And why aren’t they already engaged and motivated?

(the answer you have given is ‘your part of the story’ not necessarily their views …

It’s so simple, isn’t it?

• They are not engaged & motivated because….. this is their part of the story…. Ask them, listen to them, talk to them…

• They will give you the clue… as they say, success leaves clues behind… one who recognizes them gets it…

• Similarly, employees who are not engaged or motivated, leave clues everyday … and smart manager finds them and resolves them…

Whether you are a supervisor or a manager, solving employee morale problems is up to you…

• When employees gripe, complain and gossip about conditions at work, it’s up to you to

Create a positive atmosphere and a cooperative spirit…

• When they are depressed and lethargic, it’s up to you to

Energize them…

• No matter what tough employee morale problems crop up

You have to be ready to fix them…

• If you don’t

It costs your company money

Creating an employee motivation program is essential to building employee morale and decreasing employee turnover

• To entice them with a sweeter carrot dangling in front… or Threaten them with a sharper stick? – if you perform this task you will get that much extra compensation…

Or

• Give the carrot first and support them to get the job done?

Your people expect a salary for the work they do, but they need more than money to remain loyal, enthusiastic, passionate, proud and happy workers.

and the challenge is, which are the best suited for a particular company ? What works for company Y may not work for company Z … and vice a versa …. !!

When it comes to employee morale – doing ‘nothing’ is very

Expensive! And the question is, “How does one Engage & Motivate

Employees ?”

They need something Intrinsic…

not mere cash benefits

• Social interaction with their co-workers – not (mostly) the same old snacks & tea/coffee breaks… they don’t work…

• Respect and appreciation from their managers and peers – often undermined or done very little…

• Opportunities to learn and become more valuable employees – rarely practiced

• Challenges & Meaningful Projects (according to their own aspiration that is aligned with the organization vision)

Some of the employee morale problems: • A major change in the company structure – a modern day phenomenon

• A negative attitude – practiced so often with precision

• Co-workers don’t get along – not much attention is paid

• Employees being laid off -

• Joylessness -

• A gloomy atmosphere -

• Lack of communication -

• Low energy -

• Stress –

• Always looking for greener pastures…

• Easy way out…

• Likes to be in C Zone

Key Reasons Why Employees Feel DE-MOTIVATED

• No Recognition or Feeling of Value

• Unrealistic Demands or Work Load

• Micromanagement

• Job Insecurity

• No Progress

• Conflicting or Otherwise Unpleasant Co-Workers

• Boredom

Google, Facebook, Twitter, Apple, MS, IBM,

Oracle, Amazon, Tesla…………

7 key Areas for examination:

1. Employee Relationships (great people to work with &

being part of a team… also work-life balance )

2. Company Communication ( tools & techniques)

3. Appreciation and Recognition

4. Employee Input

5. Personal & Professional Growth

6. Fair Pay and Benefits

7. Employee Spirit

Employee Spirit 1. Exciting work and challenges (Japanese Fish story)

2. Having a good boss

3. Autonomy and control over one’s work ( urge direct their own lives)

4. Mastery ( desire to get better and better with something that matters)

5. Purpose (meaningful work and making difference and contribution)

6. Flexible work hours and (dress code)

7. Accomplishment & Fulfillment

Score on the frequency of these:

• Someone has talked about their progress

• Someone encourages their development

• They have been praised recently

• They have a best friend at work

• Their managers care about them

• They view their job as important to the company

• Their opinions count at work

• Their colleagues are committed to quality work

• They are able to do their best every day

• They have equipment needed to do their job

• They know what is expected of them at work

• They feel satisfied being listened to

Yes No

source

• Investing in people is investing in the success of an organization, and today’s global marketplace demands that investment

• HR leaders can drive that point home by using

• recruitment strategies,

• training experiences,

• benefits packages, and

• other initiatives

• to show appreciation for hard work and encourage future success.

• As more organizations start to see the hard return on investment associated with humanization, they will begin to implement similar humanization practices

Create incentives by humanizing the organization

• Balance relationships with business every day

• Use data to express the value of relationships

• Listen actively • Invest in learning activities that are

fun • Opening up communication

channels • Focusing on the details

• Career (Development) • Competence (Progress) • Care • Abraham Maslow’s Needs theory • Herzberg’s Theory • Job Loading • Clear Role Definition • Goal Setting

• Job Rotation & Re-Design

• Job Enrichment

• Job Enlargement

• Paint the Larger Picture

• Leadership

• Performance Management

• Learning and Training Opportunities

• Rewards and Recognition

• Work Environment/Organization Culture

• Psychological States (Meaningfulness of the work ,Responsibility for work outcomes

• Knowledge of results)

• Core Job Dimensions (Skill variety, Task Identity, Task Significance & Job Feedback)

• Confidence:

• Credibility

• Collaborate

• Control

• Contribute

• Congratulate

• Convey

• Clarity

• Career

• Connect

• Communicate

Result Driven Engagement

• Connect Engagement & Motivation efforts to high performance

• Leaders must demonstrate - personally living their company’s values

• Keep in ming the old adage, “employees join great companies, but quit bad bosses” - engage first-line leaders (supervisors and managers)

• Every thing that’s said must be based on clarity, consistency, and transparency

• “Treat people the way they want to be treated” – Individualize

• Create a Motivational & Engagement Culture – a system that’s on auto-pilot

• Reinforce and Reward the Right Behaviors ( without discrimination )

• Create Feedback Mechanisms (Independent survey works better)

• Track and communicate progress: let them know even when losing…

• Recruit and Promote Accurate Behaviors & Attributes for your Culture… not all high ranking candidates will perform as you wish…

• Keep them out of the Dark

• Clearly Define Your expectations

• Don’t Sugar-coat unpleasant assignments

• Be Consistent

• Set a good example

• Ask for input

• Show You Care

• Reward Creativity

• Break out of Comfort Zones

• Offer training

• Discuss Career Aspirations

• Promote From Within

• Criticize Constructively

• Offer a helping hand

• Provide Rewards

• Be Liberal With Praise

• Give them a Break

• Say ‘no’ tactfully

• Keep an eye on Salaries

• Help Staff achieve Work/Life Balance

• Create a Place Where People Want to Work

• Be Stingy With Meetings

• Get out of the office

• Recognize the Signs of Low Morale:

• Learn From those on the Way out:

• Clearly define your vision

• Give employees what they want and need

• Communicate often and well

• Get everyone engaged

• Stay the course

• Practice random acts of kindness

• Coach for success

• Act fairly

• Inspect what you expect

• Give respect and create trust

• Don’t be a jerk

• Make work fun

•

• Keep your promises • Recognize their successes • Be welcoming • Pay attention - FULL

ATTENTION • Give special attention to high-

potential employees • Be creative to avoid downsizing • Incentives are for all - as they

perform…

A new paradigm – new approach …

new language… to do things

because they matter, because they like it,

it’s interesting…

it’s part of something important…

a new operating system…

When a customer is delighted … and not just satisfied…

When someone decides to cross the line of duty

when someone travels that extra mile to surpass her/his much higher satisfaction threshold

when someone cares enough for her/him

when someone relents to her/his whims

when someone simply makes her/him feel most important

customer for his company – She/he feels delighted…

That someone is able to extend beyond usual only because he/she feels empowered to do that…

To remain Loyal to the company and the Brand – the basic requirement of a customer

The Co-Relate…

Customer satisfaction and customer happiness: part of SOPs (Standard Operating Procedures)

whereas striving for customer delight is ingrained in the value system and DNA of the each empowered employee of the organization

Empowered employees bring more business. They are more likely to retain the customers longer, against all odds

Customers want to deal with someone who is empowered enough to help them in crisis situations

There is clear distinction between authority and empowerment…

The employee empowerment and customer delight are the two sides of same coin. Latter will not excel without the adequate former

Leadership & Empowerment - Love & Peace

No Rocket Science

• Physical ( it has been scientifically proven, employees good health improves

performance and loyalty is high – rendering retention very low…)

Head – Thinking & Speaking (speak words that empowers, show cares,

encourages, appreciates, acknowledges, understands, uplifts)

Heart – Feeling (Emotions)

Hand – clap, exercise, lift, shake hands, Hug, play instruments…

Leg – dance, walk, jog, run… gym

• Mental & Psychological

• Spiritual

• Personal, Family, Social, Aspiration-al,

• Command & Control – My way or the High way

• Test it out: Do they feel or know, you have their best interest in your mind or you manipulate?

• How much do you know them: each one is different with different template… more you know more you will learn about them and it’ll be so easy (may be one minute over a cup of coffee at a very critical time, turn her/him around into a super hero, your best ‘go to man’ person…

Instill that, 1 Extra Degree

211f – 212 f (99c – 100c) and Humanize Your Workforce…

What I am doing is really meaningful and I am learning and contributing…

I am making a difference…

Because it is important and it matters greatly

For the organization, for my Family and for myself – ultimately

to the whole Humanity

( I know, it might sound/look too Utopian to some…)

You may watch the whole presentation on youtube

For conducting the training with your staff, please contact me at ajay@ajaygomes.com or call +91 9818058080 or for more training, visit our site: http://www.evangelictraining.com

Thank You