WHEN M

ORALE M

ATTE

RS

SU

KH

CH

UG

H

:(:

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 Managemen

t / Good Boss

Trust

Autonomy

Supportive Managemen

t / Good Boss

Personal

Growth

Mastery

Exciting or Challenging

Work

Supportive Managemen

t / Good Boss

Career Growth,

Leardning and

Development

Research

What employees wantTalent 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.”