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How to Create an Exceptional Company and Motivate Your Staff

How to Create an Exceptional Company and Motivate Your Staff. Phillip Rosebrook Business Mentors. Company Culture. Where to Start?. Right people Right system Give tools to succeed Provide feedback. Hiring. Proper screening process Good advertising Selection and interviews

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How to Create an Exceptional Company and Motivate Your Staff

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  1. How to Create an Exceptional Company and Motivate Your Staff Phillip Rosebrook Business Mentors Business Mentors

  2. Company Culture Business Mentors

  3. Where to Start? • Right people • Right system • Give tools to succeed • Provide feedback Business Mentors

  4. Hiring • Proper screening process • Good advertising • Selection and interviews • Always check references • Performance expectations • Job descriptions • Quantifiable benchmarks Business Mentors

  5. Feedback • 30/60/90 Reviews • Annual performance appraisal • 360 Review • MBWA • Formalized process Business Mentors

  6. Informal Feedback • Recognize worthwhile achievement • Praise publicly and often • Become a cheerleader • Criticize privately • Only criticize direct reports Business Mentors

  7. Stars Business Mentors

  8. Communication • Company Meetings • One of the most important team building opportunities • Overlooked element of organizational dynamics • Impacts customers and employees Business Mentors

  9. Company Meetings • Company business • Vision • Safety training • Goal updates • Divisional reports • Upcoming activities Business Mentors

  10. Meeting Agenda Cont… • New staff Introductions • Victories • Awards and celebrations • Upcoming activities Business Mentors

  11. Events • Create social evnts • Involve families • Community service • Reward for goal achievement Business Mentors

  12. Divisional Communication • Team involvement • Internal training • Project reviews and assessment • Divisional performance & challenges • Team building • Social opportunities • Lunch as a reward • Names, slogans, etc Business Mentors

  13. Upward Mobility • Allow staff to see a future • Training opportunities • Invest in your people • Post openings • Explain steps to move up • Beware of Peter’s Principle Business Mentors

  14. Compensation • Pay is important but not the most • Pay at least average but not too much • Provide incentives • Make measurements clear • Easy to understand • Update status often • Pay what you commit to Business Mentors

  15. Community Involvement • Give staff an outlet for service • Allow staff a say in giving • Create a balance - not too much • Have a plan and budget each year Business Mentors

  16. Staff Quality of Life Issues “You cannot be at work thinking about home and at home thinking about work.” Zig Ziglar • Financial education - Dave Ramsay • Insurance • Tuition reimbursement programs • Scholarship program • Counseling services Business Mentors

  17. Leadership • Positive Passion • Smile and have fun • Admit your mistakes • Be humble • Be a good citizen • Be a person of virtue and company with values Business Mentors

  18. What Kind of Boss Would You Want? Business Mentors

  19. Benefits • Longevity and experience • New staff in tight labor markets • Free agents gravitate to winning teams • Better customer service • Ever ask a carpenter to clean a wall or extract at 2:00 AM? • Improved margins • Employees work FOR your success Business Mentors

  20. Your Obligation as an Employer? • Your family • Employees families • Healthcare • Retirement • Children’s education • Citizen of your community Business Mentors

  21. Results • Create a truly exceptional company • Create a legacy for your family, your employees and your community Business Mentors

  22. Have the Staff Now What? • Have high expectations • Create a clear vision • Have solid goals • Define company culture • Have challenges • Short term victories Business Mentors

  23. Success • Employees want to be a part of something bigger than their position • Link paycheck to purpose • The foundation of an exceptional company is strong leadership Business Mentors

  24. Leadership • Trust • Communication • Focus on results not activities • Clear direction • Celebration and recognition Business Mentors

  25. Exceptional Company • Industry shake out • Do you have a company or job? • What is your legacy • How will you spend your time and for what result? • Back to culture Business Mentors

  26. Closing • Thank you for your attention Phillip Rosebrook, CR Business Mentors ELC Training www.BusinessMentors.net Phillip@businessmentors.net Business Mentors

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