Action Steps to a Better Work Environment - ?· Action Steps to a Better Work Environment Catherine…

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  • Action Steps to a Better Work Environment

    Catherine Mattice Zundel, MA, SPHR, SHRM-SCP

    Speaker, Author, Consultant

    www.CivilityPartners.com

  • CREDIT QUESTIONS TOPIC

    HOUSEKEEPING

  • The use of this seal confirms that this activity has met HR Certification Institute's (HRCI) criteria for recertification credit pre-approval.

    Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

    Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

    Be watching using YOUR

    unique URL for login

    Stay on the webinar, online for the full 60

    minutes.

    Certificates delivered by

    email no later

    HOUSEKEEPING

    than 2/12/18

    http://www.hrci.org/http://www.hrci.org/

  • What You Will Learn

    The questions you need to have answered before a survey

    Marketing your survey

    Building an action committee

    Using your vision statement to drive culture

    Turning your core values into core competencies

    Fun ideas for onboarding

    Overcoming challenges in culture change

  • Catherine Mattice ZundelMA, SPHR, SHRM-SCP

    www.CivilityPartners.com

    Catherine@CivilityPartners.com

    619-454-4489

  • Lets start at the

    beginning, a very good

    place to start

    Julie Andrews in the Sound of Music

  • What is your objective?

    What do you hope to

    understand from the survey?

    What information are you

    looking for or what problem are

    you trying to solve?

    What are you hoping to learn?

  • Do you have permission to act on

    the results?

    Do you have permission to spend

    time and money on the survey

    outcome?

    Have leaders promised not to be

    offended by the results?

  • Who are your survey

    champions?

  • What is your communication plan?

    Before

    During

    After

  • Pre-Survey During Survey Within 7 Days of

    Close

    Within 14 Days of

    Close

    Communication

    should come from

    top leader

    Communication

    should come from top

    leader and you

    Communication

    should come from top

    leader and you

    Communication should

    come from top leader

    and you

    Describe rationale

    for survey, that

    response is

    important, and that

    results will be

    shared

    Remind of

    importance to

    participate in order to

    solve issues, and that

    results will be shared

    Thank employees for

    participating, share

    response rate, advise

    you will be looking for

    their participation in

    solving issues

    Thank employees once

    again, and remind

    them that participation

    in action plan is key to

    change

    Inform when data

    collection will begin

    Inform open and

    close dates of survey,

    share current

    response rate

    Advise that results are

    being analyzed and

    the date a summary

    will be sent out

    Provide more detailed

    summary

    Stress leader

    commitment to

    taking action

    Remind that action

    will be taken, so

    more participation the

    better

    Remind that the

    results are important

    and will be acted

    upon

    Provide at least 3

    immediate actions,

    advise more are

    coming

    Assure anonymity Assure anonymity Assure anonymity Seek volunteers for

    change

  • Important Tips

    All communication must appear urgent

    All follow through must appear urgent

    Celebrate and advertise small wins

    Be open to talk

    Be objective

    Email Rebecca@CivilityPartners.com for a 16-question worksheet with more questions to answer before sending your survey out.

    mailto:Rebecca@CivilityPartners.com

  • Your Action Committee

    No more than 8 people

    People from all levels

    Volunteers

    People who are natural leaders

    and well liked in the organization

  • What does the committee do?

    Champion change

    Start gossip about change

    Develop and execute a strategic plan

  • Vision: Where were going

    Mission: How well get there

    Values: How well behave

  • Example: Civility Partners

    Vision: Where were going

    To enrich the quality of life for every employee in every

    organization we touch

    Mission: How well get there

    We partner with employers to help them create a

    positive work environment

    Values: How well behave

    Be extraordinary, Learn a lot, Have a warrior spirit, Be

    legit

  • Using Your Vision Statement

    Vision A:

    To enrich the quality of life for

    employees

    Vision B:

    To erase hunger and

    homelessness in our community

  • Nonprofit for Hunger & Homelessness

    If your vision is:

    To erase hunger and

    homelessness in our

    community

    Then you need a second

    vision focused on culture

    (social vision):

    Compassion and respect for

    all.

  • Vision: Where were going

    Mission: How well get there

    Values: How well behave

  • Defining a Core Competency

    Core Competencies Are

    a defined level of expertise or competence that is essential or fundamental to a particular job; the primary area of expertise or specialty

  • Competency: Description of what behavior looks like when a person has that competency.

    Initiative: Identifies what needs to be done and does it; does more than what is normally required; prioritizes tasks and meets deadlines; is a self-starter and is motivated to succeed

  • Dont skimp on the chili

    Dont skimp on the service

    Dont skimp on the quality

    Dont skimp on the fun

    Chili Dog Chain

  • Competency: Description of what behavior looks like when a person has that competency.

  • Customer service: Provides excellent service even in stressful situations; quickly and effectively solves customer problems; and presents a positive image with customers.

  • Quality work: Always goes the extra mile to complete work; self-starter of tasks; work does not need to be re-done; it is clear a large effort went into doing tasks right the first time.

  • Fun: Always perceived to be in a good mood; laughs and clearly enjoys others; engages peers and customers in conversations; seen with a smile regularly.

  • Email Rebecca@CivilityPartners.com for a list

    of 30 ways to bring your core values to life.

    mailto:Rebecca@CivilityPartners.com

  • Never compromise your

    values

    Steve Maraboli, Author,

    Life, the Truth, and Being Free

  • FUN ONBOARDING IDEAS

  • Involve EVERYONE.

    CELEBRATE.

  • Fun Ideas

    Ask the new hires team to create a basket of goodies

    Record a video of the new hires team and send it before the

    first day of work.

    Give the new hire a BINGO card with information from the

    employees. They have get BINGO by end of the first week.

    Figure out ways to make sharing company history interesting.

  • OVERCOMING Challenges

    (As noted by John Kotter)

  • Failing to Create

    Urgency

  • Not Having a Profound

    Vision

  • Not Planning For,

    Creating, or Celebrating Short-term

    Wins

  • Enter all questions into the Questions

    section of the GoToWebinar panel on your computer screen

    QUESTIONS

  • The use of this seal confirms that this activity has met HR Certification Institute's (HRCI) criteria for recertification credit pre-approval.

    Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

    Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

    Be watching using YOUR

    unique URL for login

    Stay on the webinar, online for the full 60

    minutes.

    Certificates delivered by

    email no later

    HOUSEKEEPING

    than 2/12/18

    http://www.hrci.org/http://www.hrci.org/

  • An 8-module online learning program for managers, HR

    professionals, leaders or consultants who want to create a

    positive and thriving work environment.

    CivilityPartners.com/Makeover

    What You Get

  • Ascentis HRIS: Branded portal

    ACA-compliant

    Over 300 standard reports

    Ascentis Talent Management Mobile interface

    No training required

    Easily identify top employees

    Employees can rate themselves

    Ascentis Solutions

  • Free live webinars monthly

    Free HRCI, SHRM, and APA credits

    All webinars recorded and posted to website for free.

    UPCOMING WEBINARS

    Jan. 23, 2018: The Dynamics of Conflict-Part 1- Preventing the Crisis

    http://info.ascentis.com/Dynamics-of-conflict-part-1.html

  • Contact Us

    Webinar Questions webinars@ascentis.com

    Ascentis Questions sdt@ascentis.com

    800.229.2713

    www.ascentis.com

    mailto:webinars@ascentis.commailto:sdt@ascentis.com?subject=Ascentis Softwarehttp://www.ascentis.com/