3. How
Many
Of
Your
Employees…
Can
recite
your
corporate
mission?
4. How
Many
Of
Your
Employees…
Know
the
history
of
your
organizaIon?
5. How
Many
Of
Your
Employees…
Understand
the
difference
between
your
value
proposiIon
versus
your
top
three
compeItors?
6. How
Many
Of
Your
Employees…
Would
recommend
your
business
to
friends
who
are:
A) PotenIal
customers?
B) PotenIal
employees?
7. Four
Keys
to
Building
a
Be-er
Team:
• Fit
• Alignment
• Talent
• Engagement
8. Fit:
“The
ability
of
an
employee
or
prospecIve
employee
to
become
engraSed
into
your
organizaIon
and
further
the
company
while
embracing
the
history,
culture
and
vision
of
the
organizaIon.”
9. How
to
Communicate
“Fit”
to
Prospects
&
Employees:
Prospects:
On
your
website:
-‐ “We
believe…”
(Company
mission
statement/
goals)
-‐ “
Our
team
consists
of…”
(What’s
your
ideal
employee
like?)
-‐ “Our
story
goes
something
like
this…”
(Where’ve
you
been
and
where
are
you
headed?
14. How
to
Communicate
“Fit”
to
Prospects
&
Employees:
Employees:
-‐ ConInually
reinforce
values
through
spoken
word
and
internal
markeIng
efforts
-‐ Celebrate
milestones
while
emphasizing
the
importance
of
the
event
within
the
context
of
your
history
-‐ Determine
which
individuals
don’t
fit
and
free
them
to
pursue
opportuniIes
outside
of
your
organizaIon
18. Alignment:
“The
ability
for
an
employee
to
think
‘mission-‐
first,’
and
make
decisions
in
the
best
interest
of
the
organizaIon’s,
and
their
department’s,
goals.”
19. PracIcal
Tips
to
Promote
Alignment:
• Create
a
repeatable
on-‐boarding
process
that
requires
new
hires
to
prove
their
knowledge
of
important
corporate
and
posiIon
KPI’s.
• Train
managers
to
manage
according
to
corporate
objecIves,
not
personal
bias.
20. Alignment
is
EVERYONE’S
Job!
Leaders
=
Set
the
Culture
Managers
=
Train
the
Culture
Employees
=
Live
the
Culture
Customers
=
Buy
the
Culture
21.
22. Hierarchy
of
Alignment:
Does
this
decision
reflect
our
mission
and
culture?
Does
this
decision
move
our
company
forward?
Is
this
decision
legally
compliant?
23. Talent:
“An
employee’s
ability
to
reliably
execute
his/
her
tasks
according
to
a
organizaIonal
standards
without
undue
coaching
or
micromanagement.”
24. PracIcal
Tips
to
Assess
Talent:
• Define
measurable
KPI’s
for
each
posiIon
(qualitaIve
and
quanItaIve)
• Don’t
underesImate
the
importance
of
interpersonal
skills
and
abiliIes
• Train
managers
to
individually
assess
and
groom
the
talent
of
your
employees
25. “Are
Annual
Employee
Reviews
Beneficial?”
• Yes,
but
only
when
they
are
coupled
with
on-‐
going
conversa5on
with
the
employee
about
his/her
performance.
• Managers
should
be
able
to
provide
real-‐Ime
feedback
regarding
performance
so
that
annual
performance
feedback
is
not
a
surprise.
26. Employee
Review
Model:
Weekly
• Task
CompleIon
• Team
Alignment
Quarterly
• Project
CompleIon
Rate
• Growth
in
Skills
and
AbiliIes
Yearly
• Impact
on
the
OrganizaIon
• Annual
Goal
Sekng
27. Engagement:
“The
level
of
passion,
producIvity
and
commitment
an
employee
exudes
on
a
consistent
basis.”
30. PracIcal
Tips
to
Increase
Engagement:
• As
a
leader,
walk
the
talk
by
living
out
corporate
values.
• As
a
learner,
seek
to
understand
and
improve
the
employment
experience.
• Never
put
engagement
on
“auto-‐pilot.”
