How To Build a Be-er Team
Joey Price Jumpstart:HR, LLC
Guess How Many:
How Many Of Your Employees…
Can recite your corporate mission?
How Many Of Your Employees…
Know the history of your organizaIon?
How Many Of Your Employees…
Understand the difference between your value proposiIon versus your top three compeItors?
How Many Of Your Employees…
Would recommend your business to friends who are: A) PotenIal customers? B) PotenIal employees?
Four Keys to Building a Be-er Team:
• Fit • Alignment • Talent • Engagement
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.”
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?
Google Careers
McGraw Hill EducaIon Careers
Toms Careers
Tell Your Story
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
Share Your Values
Celebrate History
Prune Your Team
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.”
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.
Alignment is EVERYONE’S Job!
Leaders = Set the Culture
Managers = Train the Culture
Employees = Live the Culture
Customers = Buy the Culture
Hierarchy of Alignment:
Does this decision reflect our mission and culture?
Does this decision move our company forward?
Is this decision legally compliant?
Talent: “An employee’s ability to reliably execute his/her tasks according to a organizaIonal standards without undue coaching or micromanagement.”
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
“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.
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
Engagement: “The level of passion, producIvity and commitment an employee exudes on a consistent basis.”
Helzberg Two-‐Factor Theory
Herzberg and Maslow:
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.”
QuesIons?
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