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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

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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.


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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

[email protected]

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 [email protected] for a 16-question worksheet with more questions to answer before sending your survey out.

mailto:[email protected]

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


To enrich the quality of life for every employee in every

organization we touch


We partner with employers to help them create a

positive work environment


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.

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 [email protected] for a list

of 30 ways to bring your core values to life.

mailto:[email protected]

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.



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

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