WHEN MORALE MATTERS SUKH CHUGH

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Delivering Paper Made my own decisions

Stuffing Flyers Became an expert

Sega Channel Tied to a national goal

Be the Cause Hundreds of active volunteers Numerous chapters worldwide Reward for the work was the work itself Governing principles Those who did the work made the decisions Volunteers were our customers Servant Leadership Managing Others

Compensation ≠ Effort Positional Wealth > Absolute Wealth Justice / Fairness Compensation

$550 Billion lost in disengaged employees. 26% engaged; 55% not engaged; 19% actively disengaged = 10% payroll wasted. 15% of employee success is attributed to skill, training or intelligence; 85% from attitude and personality. Replacement: 2 to 4 times a person’s salary Engaged employees = Productivity Deliver Happiness Why this matters?

Exciting, challenging or meaningful work Supportive management / good boss Being recognized, valued, respected Career growth, learning and development Flexible work environment What matters? Different strokes for different folks Millennials v.s. Baby Boomers

WHAT GOES WRONG? Acquisitions Organic promotions High growth

Value Purpose Meaningful Work Being Recognized, Valued, Respected Supportive Management / Good Boss Trust Autonomy Supportive Management / Good Boss Personal Growth Mastery Exciting or Challenging Work Supportive Management / Good Boss Career Growth, Leardning and Development Research What employees want Talent Development Framework

VALUE Managers make an effort to connect team members to other parts of the organization. Team members know how their contributions create value for the organization. Team members are recognized for their efforts in a genuine way.

TRUST A culture of comfort exists where team members can share their ideas openly. Team member input is incorporated into decision making whenever possible. Managers are honest with team members; can admit their own weaknesses and mistakes. Managers genuinely care for their team members’ professional success. Managers can set aside their own agendas for the well-being of the team.

PERSONAL GROWTH Team members are placed in positions where they are challenged but still feel supported. Failure is seen as a healthy advancement towards personal and professional growth. The growth of the organization does not outweigh the growth of the individual.

MAKE IT WORK  Assessment  Training  Goal Setting and Performance Reviews  Development Plans  Succession Planning  Executive Coaching  Monitor and Evolve

“We all have the money. We all have the technology. The only differentiator is the people.”