1. Engage ‘Em or Lose ‘Em Getting the Most from Your Employees Through Full Engagement Prepared exclusively for: Silicon Valley Women in Human Resources July 13, 2005 Presented by: Michael O. “Coop” Cooper Principal, Paragon Strategies

2. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 2 Background on Engagement Definition The degree to which a person is engrossed by or interested in their work. Bottom line results  Only fully engaged employees are performing near their potential  Customer relationships improve when employees are fully engaged  Engaged employees are more loyal, motivated and creative Engagement research indicates  Higher productivity  Increased retention of employees and customers  Improved profitability  Reduced accident and healthcare costs From: First Break All the Rules (Simon & Schuster, 1999) Notes

3. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 3 Why Now? Business has changed Hyper-competition Commoditization of entire businesses Transparency theory Relationships are essential Shift Happens! 1.HR must provide proactive, strategic guidance to the business 2.Engagement is not HR’s responsibility 3.New market realities Notes

4. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 4 Pre-Engagement Checklist Shifts required Understand that demanding performance does not work From traditional management to helping people self-manage Focus on things that cause great results, not the results themselves What causes great performance for each individual? HINT: It’s different for EVERY person! What is required to support self-management? HINT: It’s already happening! Notes Why people stay at their jobs: 1.Career growth, learning and development 2.Exciting work and challenge 3.Meaningful work, making a difference and a contribution 4.Great people 5.Being part of a team 6.Good boss 7.Recognition for work well done 8.Fun on the job 9.Autonomy of control over my work 10.Flexibility – for example, in work hours and dress code 11.Fair pay and benefits From Love “Em or Lose ‘Em: Getting Good People to Stay (Berrett-Koehler 1999)

5. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 5 Use Your S.P.I.N.E. Skills _____________________________ Passions _____________________________ Interests _____________________________ Needs _____________________________ Experience _____________________________ Rule #1: Don’t try to change the person Rule #2: Don’t try to change the business Questions to define and align S.P.I.N.E. What skills or experience do you have that you don’t currently use here? What are you most passionate about? What is one thing you have always wanted to do that you could incorporate into your work? What gifts or talents do you use outside of work? What is the absolute minimum (needs) that must be addressed in your work? What is missing for you at work? What would you like to eliminate from your work? What are you best known for? What are some of your most important past work experiences?

6. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 6 What Can Managers Do? Focus on the Three C’s Culture Communication Consistency Key Points Engagement cannot be forced Engagement can be encouraged and engendered in ANY area of an organization Engagement is based on relationships –Between people –Between people and their work Barriers to Engagement Managers who care more about their own welfare than others Managers who don’t have the tools, skills and training to engage others Executives and managers who focus only on short-term results Cultural biases against engagement Notes

7. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 7 Consistency is Key Create CONSISTENT: Contact Opportunities for individual growth Opportunities for challenge that are meaningful to the individual Expectations Systematized functions Which components of management can and need to be consistent? Which components of the business are not consistent currently that can be? Notes

8. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 8 Engagement Formula Number of Employees _______ Number Disengaged X 70% Affected Group=_______ Average SalaryX_______ Replacement CostX 250% Cost of Disengagement=_______ Loss in Productivity+30-300% Sick Time+ 5-30% Grievances, Mistakes, Etc.+ 30-70% Cost of Disengagement= _______ Notes

9. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 9 Action Planning Culture Action #1: Establish a supportive communication culture on your TEAM. Ask each employee what would make their job more enjoyable. Keep notes, take appropriate action and check in frequently. Action #2: Do your homework. Ask each employee what keeps him or her at your company. Make a card of note for every employee’s answer. Every month, review the cards and ask yourself what you’ve done for that employee that relates to his or her needs (or S.P.I.N.E.) This will serve as a written reminder of what is important to your employees and what you need to do to make sure they remain a part of your team. Communication Action #3: Communicate weekly on vision, goals, progress, issues, action items and owners. Action #4: ______________________________________________________ _______________________________________________________________ Consistency Action #5:_______________________________________________________ _______________________________________________________________

10. July 13, 2005Engage 'Em or Lose 'Em by Paragon Strategies 10 Training & Meeting Facilitation Offerings Sales Training Programs –Sales Boot Camp: Mastering the Basics –Selling to the Four Social Styles –Becoming a Champion Networker –Do’s & Don’ts of Selling by Phone –Fearless Performance: Creating A World-Class Focus for Sales Executives –Time Management for Sales Pro’s –You Don’t Have Me At Hello: Mastering the 7 Steps to the Sales Process –Monthly Sales Academy: Sales Training Teleconferences for Your Team Management Training Programs –Becoming a Champion Communicator –Becoming a Champion Manager –Building Champion Teams –Creating a Champion Culture –Managing Multiple Priorities and Time –Reducing Stress in the Workplace Strategic Meeting Facilitation –Strategic Planning Meetings –Sales Off-sites –Internal Goal Setting Meetings Coaching –Sales Coaching –Executive Coaching –Performance Coaching Team Building –Meeting Kick Off –Corporate Learning Games Key Notes and Speeches –Fearless Performance: The Keys to Creating a World-Class Mind-set –Managing Your Time for Success –Selling Savvy: Selling Smarter Not Harder –More Leads, More Profits: Developing Strategies that Drive Sales –Engage Them or Lose Them