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Amp Up Your Impact with ith Y Your T Team

A Strong Leader is the Best Determinant of a Strong Team
Presented by: Michael Haid SVP Talent Management Right Management

Amp Up Your Impact With Your Team

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Experis | Tuesday, February 21, 2012

Amp Up Your Impact With Your Team

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Experis | Tuesday, February 21, 2012

Amp Up Your Impact With Your Team

Overview
The Human Age Research Overview Key Findings Implications Best Practices Discussion
Experis | Tuesday, February 21, 2012

Amp Up Your Impact With Your Team

Meet Right Management

Talent and Career Management experts We lead in the creation and delivery of innovative workforce solutions and services that enable our clients to win in the changing world of work. Part of ManpowerGroup Founded Fo nded in 1980 Serve 80% of Fortune 500 and 70% of Global 500

Experis | Tuesday, February 21, 2012

Amp Up Your Impact With Your Team

Why Focus on Developing Leadership Skills? Because Your Bottom-Line Depends on It

Your own leadership style can:
Improve engagement Increase workforce productivity Drive better business performance Improved morale Provide for higher retention Increase the firms ability to attract top talent Increase levels of customer satisfaction
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Amp Up Your Impact With Your Team

A Shift in Perspective

Our employees are our greatest asset. I say we sell them.

Source: ahajokes.com

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Amp Up Your Impact With Your Team

A New Era is Upon Us Entering the Human Age

And now the

HUMAN AGE
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Amp Up Your Impact With Your Team

Talentism Replaces Capitalism

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Amp Up Your Impact With Your Team

Audience Poll
No 1 Poll No.
How often do you consider how your own leadership behaviors impact your team?

o Constantly o Occasionally o Rarely

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Research Overview

Amp Up Your Impact With Your Team

Countries Surveyed

15 COUNTRIES SURVEYED:
Australia Brazil Canada China Denmark France Germany India Japan New Zealand Norway South Korea Sweden United Kingdom United States
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Amp Up Your Impact With Your Team

Employee Engagement: Four Factors, Two Levels

Dimension Job Engagement
I am committed to doing what is required to perform my job well I am proud of the work I do I would recommend my organization to friends and colleagues as a great place to work Overall, I am satisfied with my job

Organization Engagement
I am committed to doing what is required to help my organization succeed I am proud to work for my organization I speak highly of my organization's products and services Overall, I am satisfied with my organization as an employer

Commitment

Pride

Advocacy

Satisfaction

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FULLY ENGAGED
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Key Findings

Amp Up Your Impact With Your Team

Organization Engagement vs. Job Engagement

Engaged

Benchwarmers

Organization Engagement

9%

34%
Base: 28,810 employees

Star

Free Agents
Disconnected
Not Engaged

50%

7%
Engaged

Not Engaged
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Job Engagement

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Amp Up Your Impact With Your Team

Relationship between Immediate Manager and Employee Engagement

Percentage who view immediate manager favorably/unfavorably

74% Engaged 8%

Not Engaged
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33% 33%

Favorable Unfavorable

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Amp Up Your Impact With Your Team

How Immediate Managers Can Drive Engagement

1. Facilitates effective discussions about my y career development 2. Explains link between work I do and organizations strategy 3. Gives me the support I need to do my job well 4 H 4. Has the h skills kill to manage change effectively 5. Is good at developing people 6. Leads by example 7 P 7. Provides id me with ith on-going feedback on my performance 8. Acts on my ideas and suggestions 9. Keeps me informed about changes in my organization 10. Asks me for feedback on his/her performance
* In rank order Experis | Tuesday, February 21, 2012

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Amp Up Your Impact With Your Team

How Senior Leaders Can Drive Engagement

1. Effectively implement my organizations g strategy gy 2. Effectively communicate my organizations strategy to employees 3. Value employees 4. Lead by example 5 I 5. Implement l t change h effectively in my organization 6. Behave consistently with organization values
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7. Communicate effectively about change in my organization 8. Encourage feedback across my organizations 9. Make decisions consistent with my organizations strategy 10. Respond appropriately to changing g g external conditions 11. Have the capability to make my organization successful 12. Ensure that projects are completed 13. Are visible to employees
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Amp Up Your Impact With Your Team

Audience Poll
Poll No. No 2
Are these behaviors ones that you consistently exhibit?

o Yes, consistently and regularly o Yes, for the most part o No, far from it

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Amp Up Your Impact With Your Team

Driving Organization Performance

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Implications for Leaders

Amp Up Your Impact With Your Team

Effective vs. Ineffective Leadership

Best Performing organizations
2 x more likely to have effective immediate managers a age s More than 3 x more likely to have effective senior leaders than below average performers

Effective Immediate Managers

3 x more efficient work processes

Effective Senior Leaders

Nearly 4 x more efficient processes

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Amp Up Your Impact With Your Team

Effective vs. Ineffective Leadership

Ineffective I di t Immediate Managers
Nearly twice as likely to lose talent in the next 12 months

Effective Senior Leaders

Have more than 3 x more employees intending to stay more than 5 years

Organizations that have effective immediate managers and senior leaders have more than twice the number of engaged employees

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Best Practices

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Amp Up Your Impact With Your Team

Best Practice Recommendations Senior Leaders

Show that you value employees Build a strategy reflecting core values with which employees can identify Implement the organizations strategy effectively Communicate strategy to employees clearly Implement organizational change effectively

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Amp Up Your Impact With Your Team

The Leaders Role in Engagement

Communicate frequently, openly, and honestly with employees about:

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Amp Up Your Impact With Your Team

The Leaders Role in Engagement

Communicate frequently, openly, and honestly with employees about:

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Amp Up Your Impact With Your Team

The Leaders Role in Engagement

Communicate frequently, openly, and honestly with employees about:

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Amp Up Your Impact With Your Team

The Leaders Role in Engagement

Communicate frequently, openly, and honestly with employees about:

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Amp Up Your Impact With Your Team

The Leaders Role in Engagement

If your manager primarily ignores you Your chances of being actively disengaged are If your manager focuses on your weaknesses Your chances of being actively disengaged are If your manager focuses on your strengths Your chances of being actively disengaged are only

40%

22%

1%

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Amp Up Your Impact With Your Team

Case Study
Si Situation: i
Demerger of infrastructure assets resulted in low engagement levels; career development identified as a critical driver for engagement

Right CareerEdge promotes career development and self-directed learning

Approach:

Separate delivery streams to meet unique needs of office-based employees and field-based employees in power stations Customized website for assessments, workshop pre-work, career discussions and management 1:1 career coaching for employees and managers

Results:

Employee engagement scores improved 46% over 2 years

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Amp Up Your Impact With Your Team

Best Practice Recommendations Immediate Managers

Facilitate discussions with employees about career development Help employees understand the link between the work they do and the organizations strategy Provide employees with the support they need to do their jobs well Manage work ork processes effecti effectively el Focus on developing people

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Amp Up Your Impact With Your Team

Connecting People to the Business

Do people understand what they do to: Make the business successful? Achieve the companys goals? Uphold the brand promise? Advocate for the organization? If you stopped someone in the hall and asked them what they do to make the business successful, what would they say?
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Amp Up Your Impact With Your Team

Case Study
Situation:
Past culture focused on technical excellence rather than profitability; new CEO focuses on integrated approach of commercial strategy, efficiency and culture Developed an integrated behavioral change strategy to build a high-performing culture, including: Regrouping - Realignment with the business strategy

Approach:

Foundation for Change guiding principles, supporting behaviors and culture surveys across 9 countries Culture Change Employee Engagement Program Anchoring Culture Change developing leaders Profit increase of 4.5 times in 2 years

Results:

Share price increased 2.5 times in 12 months Clear and visible shift in culture and behaviors focused employee commitment on high-performance goals
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Amp Up Your Impact With Your Team

Questions
Everyone will receive a copy of the White Paper

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Amp Up Your Impact With Your Team

Thank You
Presented by:

Michael Haid SVP Talent Management, Right Management Michael.Haid@right.com

Moderated by:

Shari Sh iF Fryer President, Shari Fryer & Associates Shari@fryerassociates.com

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