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1 Kim Seeling Smith, CEO, Ignite Global Holly Mockus, Senior Industry Analyst, Alchemy Supervisor Superheroes: How to Transform Frontline Employees into Leaders
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Page 1: Supervisor Superheroes - Alchemy Systems · at work •44% likely to earn high customer satisfaction scores •38% likely to work with high-productivity teams •50% more likely to

1

Kim Seeling Smith, CEO, Ignite GlobalHolly Mockus, Senior Industry Analyst, Alchemy

Supervisor Superheroes:How to Transform Frontline Employees into Leaders

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2

Today’s Speakers

Holly MockusSenior Industry AnalystAlchemy

Kim Seeling SmithCEOIgnite Global

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3

Agenda

1. Understanding Today’s Media Climate2. Employee Engagement & Supervisor Development 3. Upcoming Webinars4. Q&A

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4

Understanding Today’s Media Climate

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Copyright © 2018 Alchemy Systems

TODAY’S WORKPLACES ARE EXPERIENCING CHANGES at unprecedented rates. The rise of digitization and automation, increased access to information, and the globalization of markets are among the trends challenging traditional approaches to work, company cultures, management and jobs.

Organizations everywhere are looking for strategies and tactics to stay competitive and grow — and simply doing what they’ve done in the past will likely prove unsuccessful.

— State of the Global Workforce, The Gallup Organization

Copyright © 2018 Alchemy Systems

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"Given the critical skills shortage and tremendous disruption we are facing through technology and globalization, companies that don’t recognize and embrace new ways to attract and retain staff will not survive through the next decade."

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Copyright © 2018 Alchemy Systems

of employees in the US & Canada are disengaged at work

69%

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Employee engagement

among lowest in MANUFACTURING

Copyright © 2018 Alchemy Systems

8

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BottomLine

Impact!

Copyright © 2018 Alchemy Systems

9

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Average Company Workforce

FullyEngaged

MildlyEngaged

ActivelyDisengaged

Up to 80% of the

workforce goes from being mildly engaged to actively disengaged

FullyEngaged

MildlyEngaged

ActivelyDisengaged

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11

Average Company Workforce

For every employee not fully engaged, it costs you about:

⅓ salaryin lost productivity

FullyEngaged

MildlyEngaged

ActivelyDisengaged

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12

Average Company Workforce

• 48% higher safety incidents

• 41% more quality incidents (defects)

• 37% more absenteeism

• 21% lower productivity

• 22% lower profitability

FullyEngaged

MildlyEngaged

ActivelyDisengaged

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Employee engagement & retention

is key!

Copyright © 2018 Alchemy Systems

13

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Beyond FrederickTaylor

Copyright © 2018 Alchemy Systems

14

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Process over people

Copyright © 2018 Alchemy Systems

15

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• More candidates than jobs

• Psychological contract between company and employee

In Taylor’s Time…

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17

Today

• More candidates than jobs

• Psychological contract between company and employee NO LONGER EXISTS

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Gen Y / Millennials18

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POLL

A. Increase pay and benefits

B. More perks

C. Increase manager capability

D. Do employee engagement survey and act on findings

How do we increase employee engagement?

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Employee engagement "programs"can be a waste of money

Copyright © 2018 Alchemy Systems

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Copyright © 2018 Alchemy Systems

variance in employee engagement scores caused by managers

70%

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22

January 2016: A 10-Year Study Reveals What Great Executives Know and Do

They form deep, trusting relationships

“Every organization has executives everyone wants to work for. These executives form deep connections with superiors, peers, and direct reports, studying and meeting the needs of key stakeholders. They communicate in compelling ways and reach beyond superficial transactions to form mutually beneficial, trusting relationships. Their legacy becomes a positive reputation within the organization for consistently delivering results while genuinely caring for those who deliver them.”

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Connection begins with

conversation

Copyright © 2018 Alchemy Systems

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Confusion& Frustration

Copyright © 2018 Alchemy Systems

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Interviewed over 5,000 candidates

Copyright © 2018 Alchemy Systems

25

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5,000 exit interviews

Copyright © 2018 Alchemy Systems

26

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27

Your Staff Wants to:

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What don’t you see?

28

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Money!

29

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Needs of theOrganization

Needs of theIndividual

Copyright © 2018 Alchemy Systems

30

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Needs of theOrganization

Needs of theIndividual

Copyright © 2018 Alchemy Systems

31

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32

Your Staff Wants to:

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The problemwith traditional job descriptions

Copyright © 2018 Alchemy Systems

33

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The SPOT ON Job Description Framework

trengths based

urpose filled

rganizationally aligned

arget rich

S

P

O

T

Purpose filled

nly one you will

eed to:

O

N

framework that can fit into existing template or system

• Hire well

• Onboard/manage through the probationary period

• Hold staff accountable for performance & productivity

• Review, assess, & appraise performance

Organizationally aligned

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POLL

A. How well employees get along socially

B. Alignment to company values

C. Whether an individual can do the work

D. How well they follow instructions

What makes a good organizational fit?

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36

The SPOT ON Job Description Framework

trengths based

urpose filled

rganizationally aligned

arget rich

S

P

O

T

nly one you will

eed to:

O

N

framework that can fit into existing template or system

• Hire well

• Onboard/manage through the probationary period

• Hold staff accountable for performance & productivity

• Review, assess, & appraise performance

Target rich

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37

The SPOT ON Job Description Framework

trengths based

urpose filled

rganizationally aligned

arget rich

S

P

O

T

framework that can fit into existing template or system

• Outcomes, not tasks

• Measurable

• Written in real language

Target rich

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38

Essentialism

• Clarity of purpose and roles/goals accurately predicts how people not only perform — but behave:

• Two debilitating patterns emerge without this clarity:

1. They focus on making themselves look good by making others look bad

2. Second pattern: They work on things that advance their own interests, instead of the results of the team

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39

The SPOT ON Job Description Framework

trengths based

urpose filled

rganizationally aligned

arget rich

S

P

O

T

framework that can fit into existing template or system

• Outcomes, not tasks

• Measurable

• Written in real language

Strengths based

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Free gift

42

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Needs of theOrganization

Copyright © 2018 Alchemy Systems

Needs of theIndividual

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44

Your Staff Wants to:

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Known for Innovation

45

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46

Your Staff Wants to:

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47

Your Staff Wants to:

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POLL

A. 30%

B. 100%

C. 130%

D. 300%

How much more likely are people to leave if they don’t feel appreciated?

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Copyright © 2018 Alchemy Systems

more likely to leave the following year

—Gallup Organization

300%

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50

Your Staff Wants to:

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51

Your Staff Wants to:

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Copyright © 2018 Alchemy Systems

many studies showing career development as top engagement factor

#1

52

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Copyright © 2018 Alchemy Systems

“Right Management reported in Advancing Career, Driving Results that 37% of the workers studied never had career conversations with their managers.”

—Broad Benefits of Remarkable Career Conversations, Caela Farren, MasteryWorks, Inc.

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Your Staff Wants to:

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55

Your Staff Wants to:

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Focusing on what’s wrong!

Copyright © 2018 Alchemy Systems

56

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Managing for Strengths

57

• Employee performance 21-36% higher

• 73% chance employees more engaged at work

• 44% likely to earn high customer satisfaction scores

• 38% likely to work with high-productivity teams

• 50% more likely to have lower employee turnover

Corporate Leadership Council, 2002

Harter and Schmidt, 2002

36.4

-5.5

21.3

-26.8-30

-20

-10

0

10

20

30

40

Change in Performance

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Your Staff Wants to:

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First Steps

1. Embrace the fact that there is nothing more important to engagement and retention than the connection between you and your direct reports.

2. Connection begins with conversation.

3. The 8 Currencies of Choice give you a roadmap of what to talk about.

They live in the sweet spot where the needs of the organization intersect the needs of the individual.

4. Schedule 1:1 conversations with all direct reports rotating through the Currencies of Choice.

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61

Case Study

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Gifts

• SPOT On™ Job Description Insights Paper

• Link to 2 videos that take a deeper dive into underlying motivators and strengths

• Research to help you build a business case on increasing manager capability

• Link to resources: http://bit.ly/ig-superheroes

http://bit.ly/ig-superheroes
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63

Employee Engagement & Supervisor Development

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Alchemy’s Employee Engagement Solutions

• Educate your employees with multilingual courses

• Keep food & work place safety fundamentals top-of-mind with huddle guides and signage

• Drive continuous improvement with an on-the-job coaching app

• Stay audit-ready with automatic documentation and real-time reporting

Page 65: Supervisor Superheroes - Alchemy Systems · at work •44% likely to earn high customer satisfaction scores •38% likely to work with high-productivity teams •50% more likely to

The Alchemy of Leadership Modules

Performance Management• Anger Management

• Dealing with Difficult People

• Disciplinary Action

• Giving a Performance Evaluation

• Handling Employee Complaints

Leadership• Behaving Like a Leader

• Building Trust

• Engaging Employees

• Managing Change

• Valuing Differences

• Follow Up and Follow Through

Communication• Good First Impression

• Communication Basics

• Providing Constructive Feedback

• Active Listening

• Receiving Feedback

• Difficult Conversations

Teamwork• How to Delegate

• Motivating Yourself and Others

• Teamwork

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The Alchemy of Leadership Program Course Components

• Periodic Table of Leadership

– Communicating as a Leader

– Behaving as a Leader

– Leading a Team

– Managing Team Performance

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The Alchemy of Leadership Module Components

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Instruction

1. Introduction

4. Key Elements3. Summary

2. Scenario

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Why it Works

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Exercises

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Takeaways

71

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Takeaways

Instruction & Summary Scripts

Key Elements Bibliography

72

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Coach Observations - 5 questions for each module

73

Benefits

• Encourages Supervisor introspection

• Reinforces the learning

• Relates to actions on the floor/with teams

• Asks supervisor to dissect situations in the workplace

• Allows for continued dialog

• Automates recordkeeping

• Enables customizable observations

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Why is The Alchemy of Leadership Different?

• Food Industry Focused

–Targets front line leaders in the food industry with relevant images/vignettes/topic areas

• Incorporated into the Work Environment

–Blended Learning (Modules + Coach) with follow up activities and reinforcement so Supervisors can actively practice what they learned real time in their own work environment

• Customizable Learning Path

–Supervisor can take only the courses that fill their specific needs or ALL courses

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Why is The Alchemy of Leadership Different?

• Measurable

– Learning plan (Alchemy Manager) progress provides key performance indicators to gauge progress in completion of tasks and recognition of behavior changes and can be used in conjunction with performance reviews

–Coaching activities can be captured, measured, and tracked when manager follow up is recorded in Alchemy Coach

• Cost Effective

–Execute within the facility

–No travel costs

–No need to fill supervisor absences to accommodate time away to train

–Modules are short and to the point — packed with valuable information

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The Alchemy of Leadership Program

• Turn supervisors into leaders

• Fill critical “people skills” gaps

• Strengthen new skills through short instructional

modules

• Leverage scenarios that harness the power of role play

• Access learning that incorporates knowledge checks

• Follow-up & reinforce with learning aids

• Coaching observations to guarantee success

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THANK YOU


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