1. Contented Cows Give Better Milk @contentedcows Standard title slide.
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@contentedcows
© 2017 Contented Cow Partners, LLC | contentedcows.com
In association with BigSpeak Speakers Bureau
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2. PREMISE
Creating a focused, engaged, and capably led workforce is one of the best things you can do for your
BOTTOM LINE.

3. 1. When hiring managers, or promoting people from non-management to management positions - leadership skills, values, and behaviors are among the top things we look for.

4. 2. We make intentional efforts to demonstrate to every employee how their work impacts our customers – in other words, why their specific job matters.

5. 3. Our employees, at all levels, know that they can take whatever reasonable action is necessary to make a customer happy.

6. 4. We regularly conduct Employee Surveys (at least once a year), and use the results as an integral part of our business metrics.

7. 5. What percentage of your total workforce would say that your company is a GREAT place to work? (0% = 0, 20% = 2, 80% = 8, etc.)

8. 6. Our employment practices, policies, and our workplace culture work as well for women as they do for men.

9. 7. Every manager in our company knows that recruiting is part of their job, and is actively involved in recruiting.
2 extra points if, in the last year, you have rewarded a manager monetarily for their recruiting results.

10. 8. What percentage of your rank and file employees would tell me (Richard), if I were to interview them, that their immediate supervisor is a strong supporter and advocate of theirs in the workplace?

11. 9. Upper management in our company actively solicits operational advice from the rank and file.

12. 10. What percentage of your workforce is totally jazzed about coming to work most days?

13. REPUTATION
Recruits
REALITY
Retains

14. Leadership
MATTERS

15. Make leadership a primary qualification for every person in a management role.

16. Leadership
Screen for it
Hire for it
Train it
Coach it
Reward it

17. If you have a manager who’s not a good leader, give them a choice
If you have a manager who’s not a good leader, give them a choice. Become one, or leave.

18. Engagement
What is it?
What good is it?
How do I get it?

23. contentedcows.com/dpha

24. Contented Cows

25. Contented Cows
+9.7%
B$70
wealth premium

26. Contented Cows
23.4%
2.7%
Revenue
GDP

27. Robert Hohman, CEO, Glassdoor

28. Turnover
Supermarkets
Fast Food

29. Contented Cows Grow faster More productive and profitable
Increased Employee Engagement
Lower turnover
Recruit more talented employees
Create more wealth

30. - Minimum Requirements
Personal Capability
- Minimum Requirements
DISCRETIONARY EFFORT

31. Work is contractual
Engagement is
PERSONAL

32. Extra Miler – Philip Omayra

34. Cost = $550 Billion 2017 Engagement 33% Engaged 51% Not Engaged
Actively
Disengaged
16%
33%
Engaged
51%
Not Engaged
Cost = $550 Billion
Gallup 2017 State of the American Workplace | 195K surveyed

35. 18.75 Million Job Quits YTD 6/31/17
Bureau of Labor Statistics

36. There is a dire talent shortage
… unless you’re a great place to work.
- Tom Peters

37. Average U.S. Job Tenure

38. “We don’t marry our jobs…
We’re just dating.”

39. Robin Chase, co-founder, Zipcar
“My father had one job in his lifetime. I will have 6 jobs in my lifetime, and my children will have 6 jobs
at the same time.”
Robin Chase, co-founder, Zipcar

41. Employer of Choice
Leader of Choice

42. Contented Cows Are
Committed
Enabled
Cared About

43. Contented Cows Are
Committed

44. Learn how to hire!

45. Get hiring priorities straight.
Do they fit with our culture?
How strong is their DESIRE to work here?
Interactions before the interview
Interview demeanor
Have they researched you?

46. THEN, and only then – skills, qualifications, experience

47. Listen | Smile | Care | Say “Thank You”

48. “It’s more important to hire people with the right qualities than
with specific experience.”
Bill Marriott

49. Identify the non-technical fit requirements at your company
Don’t compromise
Behavioral interviewing
Relevant requirements

50. Free Resource contentedcows.com/dpha

51. NEVER stop recruiting

52. Hire stars on THEIR availability schedule, not yours

53. Recruiting should be part of every manager’s job
Recruiting should be part of every manager’s job. Make sure they know that.
Reward good recruiting performance.

54. Practice RE-RECRUITING

55. Know how you look on glassdoor.

56. Make a positive impression on every applicant… whether you hire them or not.

57. The Application Experience
Respond to every applicant in some manner
Multiple interviews
Behavioral interviews
Personally respond to every interviewee

58. People Want
Clear purpose and direction

59. Define your mission in clear and compelling terms.

60. "Our mission is to maximize shareholder value and satisfy our customers' needs, while providing our employees a rewarding and productive work environment and conducting our affairs responsibly in the community.
We will accomplish this mission by creating a corporate vision of successful growth, by carefully managing our assets and by integrating our businesses through effective planning and allocation of resources."

61. WE
SELL
CHICKEN

62. it won’t come out of your horn.
Music
If you don’t live it…
it won’t come out of your horn.
Charlie Parker

63. Ask 5-6 employees: “What are our top 3 business priorities?”
Evaluate for consistency

64. People Want
Clear purpose and direction
Meaningful work

65. Show them how their work matters.

66. Contented Cows Are
Committed
Enabled

67. People Want Clear purpose and direction Meaningful work
Career line of sight

68. People Want Clear purpose and direction Meaningful work
Career line of sight
Not to fight the system

69. Make sure people have what they need.

70. Peter Drucker
“90% of what we call management consists of making it difficult for people to get things done.”

71. Today – eliminate one utterly stupid policy, procedure, system, or habit under your control that hampers the flawless execution of your mission.

72. Contented Cows Are
Committed
Enabled
Cared About

73. People Want Clear purpose and direction Meaningful work
Career line of sight
Not to fight the system
To have a life

74. If you care, you
Say thank you… a lot

75. “A man will fight long and hard for a bit of colored ribbon.”
Napoleon Bonaparte

76. Send handwritten thank you notes.

77. Flexible work hours
Surprise time off
Friday blowout

78. Acknowledge birthdays, anniversaries, special accomplishments, etc, of your employees, and their family members.

79. Find out spouse/partner’s favorite restaurant – send them there.

80. Tutoring a child
Sponsoring non-profit that’s important to them

81. Managers car wash
Volunteer for dirty work

82. If you care, you
Say thank you… a lot
Sit on a footlocker

83. Eleven questions

84. What is your name? (I’m not kidding.)
What are you really good at, at work? Outside of work?
What do you do for fun, at work? Outside of work? (Be careful )
What are you lousy at?
What would you like to do better at work?
What are a couple of your strongest passions?

85. How do you get to work each day. Do you drive. Alone, or with others
How do you get to work each day? Do you drive? Alone, or with others? Some other form of transportation? How long does it take?
Has there been some powerful life experience, good or bad, which impacts your approach to your work? (No need to go into detail, and if there isn’t one, that’s OK).
Who and what is most important to you, outside of work? (No need to pry.)
Is there something in particular about you, or your life experience, that especially suits you to serve some need in your work?
What are you having trouble with at work, that you could use someone’s help with?

86. If you care, you Say thank you… a lot Sit on a footlocker
Show compassion

88. If you care, you Say thank you… a lot Sit on a footlocker
Show compassion
Build a community – not just a workplace

89. Work is contractual
Engagement is
PERSONAL

90. Feed the troops
FIRST