Engage and retain your people alliott 010412 Alliott Group 2012

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<p>Engage Your People </p> <p>Strategies To Engage And Retain Your People</p> <p>Facilitated byJennifer WilsonJanuary 12, 2012www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.1What Are Your Biggest HR Issues?As you plan for 2012, what are your most important HR challenges or initiatives?</p> <p>2DISCUSSIONwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Our ObjectiveDiscuss ways to elevate the HR function to have a bigger impact on your firms overall success Understand the top professional motivators and specific actions you can take to inspire and fully engage your teamShare methods for identifying and investing in your rising starsDiscuss a performance and accountability model to drive motivation and engagement</p> <p>3www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.</p> <p>4 The Strategic Role of HRwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.4Todays Role of HR HR is more important than ever today and is a critical success factor in your firms successWith nearly 76 million U.S. Baby Boomers and over half of the CPA profession set to retire in the next 12 years your firm will be in need of people!Traditionally, HR has been viewed as a compliance necessity and often considered administrativeFurther, HR professionals have a reputation for being soft or pro-employeeIt is important to work to incorporate your HR function as a strategic initiative in your firm and include HR in your planning5www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Shifting ParadigmsWhats OutJob AnalysisPersonnel ManagementRulemakingFunctional OrientationOne Size Fits AllCentralized DecisionsMutual DistrustFocus on ActivitiesWhats InCompetency AssessmentHuman Capital Mgmt. Consultant/Trusted AdvisorBusiness OrientationTailored ProgramsFramework for Others to DecidePartneringFocus on Impact6These aspects were identified in The Changing Role of Human Resources/Assessment Professionals: Adding Value in the New Organizationwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.The Role Of HR In Your Firm What new competencies would you like to see in your HR function to make it more strategic? How can you better support and elevate the role of HR in your firm? </p> <p>7</p> <p>SHARINGwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.</p> <p>8 Motivating And Engaging Your Teamwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.8Are Your People Sold On Working For You? According to preliminary data from the soon-to-be published 2011 PCPS Top Talent Survey, nearly half of the professions star performers are open to other options beyond their current positionThere appears to be a wave of pent up voluntary turnover that may be headed your waysoon (if you havent already seen it)So what are you doing to re-engage your team so that they are motivated and inspired by their choice to work for your firm? </p> <p>9www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.A Word About Individual MotivatorsIn their work, all people value:Acknowledgement and respectIncreased responsibility and challengeFlexibility and time offCompensationCamaraderie and funPersonal developmentHow do you rank these? Take a moment to rank these yourself Each person in your firm values these motivators differentlyIts your job and that of HR to identify the individual motivators and appeal to them10EXERCISEwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Recognize, Know And Talk To ThemNo matter how many people are in your firm, work to know as many of them as possible by name and on sightConsider having someone develop a digital book that includes everyones picture, name and brief biographyReach out regularly by e-mails, phone calls and face-to-face meetingsTake these opportunities to learn what motivates them and what they most want to achieve in their career and in their personal lifeFind out what more the firm can do to support them in achieving their lifes goalsKnowing your people is one of the best forms of acknowledgement and respect that they could receive! </p> <p>11www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Invest In Your People One of the highest compliments you can pay your employees is to spend time with them by: Taking them along on sales calls, to conferences or meeting with key clients or referral sourcesAllowing them the privilege of shadowing work at higher levelsInvesting in more training per person than your competitors and including soft-skills education at every level, including administrativestaff</p> <p>12www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Be Willing To ChangeThe needs of todays up-and-comers are different from when you came upGive up your old school notions of how it should be and manage your organization based on the way that it isEmbrace diversity and provide opportunities for your staff to collaborate with your leaders on strategic planning, owning key initiatives and participating in committees Develop work-from-anywhere programs that move towards measuring on results and less on face time </p> <p>13www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Have Fun With Your PeopleYounger generations are most engaged when they feel a part of a team at work Create opportunities to bond through team-building activities and corporate funIt is critical that your firms leaders participate in firm-sponsored social and communityactivities </p> <p>14www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.14Thank Them! This may go without saying, but we see so many leaders forget to do this Thank your people! Stop by their cubicle, send them an email or even better, write them a hand-written thank you note!Catch them doing a good job Reward them with spot bonuses in addition to an incentive plan that they can control based on their contribution to the firm 15www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.How Are You Doing? What else can you do to demonstrate your willingness to change and invest in your people? What are you doing that is engaging your people? What more can you do? 16SHARINGwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Identify Your Rising Stars17www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Engaging Your StarsIdentify and engage your rising starsOr someone else will It will help you prioritize your time and investment in people use Paretos 80/20 ruleWhen you cull people from the pack, you can differentiate themThen you can determine what special benefits youre going to give them to develop themThese folks are usually on the fast track</p> <p>18www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.How do you identify your rising stars? What behaviors do they exhibit? 19SHARINGwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.19Identifying Your StarsEvaluate your people considering:CompetenceTechnical and soft skillsAbilities and expertiseExperienceAbility to learn and growCharacterBehavior and intentionPromotability/importanceInterest in rising further or how critical this person is to the firmProfessional presence and acceptance of others at the next level</p> <p>20HOMEWORKwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Potential PartnersAccording to the AICPA PCPS Top Talent Survey, 69% of top talent said their firms did not have a partner track or they did not know if their firm had oneFirst you must identify the attributes, competencies and other qualifications to be considered for a Partner in Training (PIT) or Leadership Development program (LDP) Get buy in from your other partners, if applicable, and rank your people against themNext, identify the priority of the people and for the first one or two partner potentials, youll want to identify what more you need to do to prepare them</p> <p>21www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.21Caution Be careful not to get caught up in identifying your rising stars based on history or time inYou also could run into arguments that investing differently from previous rising stars isnt fair or will make someone else madOur current economic situation and requirement to succession plan wont allow us to do it how weve always done itYou have to manage communications around this program</p> <p>22www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Make Them Feel Special Create a leadership development training program that includes training on soft skillsLeadership attributesOwnership and accountability Communication and managing conflict People development and business developmentPublic speaking Incorporate your current partners into the programDinners with the partners and partner candidatesBusiness model training Participation in partner meetings and strategic planning increase transparency!23www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Developing Your Rising StarsWhat else could you do to develop your rising stars and make them feel special? What challenges do you need to overcome to do so? 24SHARINGwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.</p> <p>Driving Performance And Accountability25www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.</p> <p>The Leadership Development Model</p> <p>26OwnershipAccountabilityTrustwww.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.The Foundation Of Accountability Before you can institute or improve your firms accountability process, the partners must first establish unity Based on trustAround a firm strategyWith the right governance model and other constructs in placeEngaging in straight talk where there are disconnects27www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.A Unified TeamEach partner should be expected to submit to the strategy and decisions made by those empowered to make them In addition to firm policies, procedures and other expectations Straight talk (and a little tough love) are required around: Partner support both in and out of the partner meetings no triangulation or doing your own thing allowedExpected contributions or performance Disappointment when performance is not happening </p> <p>28www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Submission A key attribute of an effective leader is the ability to submit Trust building behaviors are required Ensure the support structures are in place (like role descriptions, goals) and decision authority is defined The question for you is, once these are defined, will you submit to them? This would allow for: The Managing Partner, Service Line Leaders and Committees to be empoweredDecisions to be made more efficiently and effectively Increased productivityLess of a feeling of struggle for all involved29www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Moving On Sometimes, a partner may not be willing to buy in to firm strategy and may need to leaveAll partners have to be willing to be accountable for their contribution to a unified strategyWhile these conversations are never easy (and have other implications) the cost of a lack of partner unity is far greaterThe long-term benefits of addressing a lack of buy-in far outweigh any short-term discomfort</p> <p>30www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Partner Performance Elements31www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Unified Firm StrategyDo you have a firm strategy that includes the following elements?Mission the difference you want to makeVision where the firm will be in 3-5 yearsValues what you believe in, are committed to, and are willing to be held accountable forCompetitive Positioning your difference making storyProduct Service Mix your front burner initiativesIs it written and shared with the entire team? Do you review it regularly with your team (at least quarterly)?</p> <p>32www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Minimum Performance ExpectationsMinimum partner performance expectations should be defined in competence areas such as:Firm core values and leadershipClient serviceTechnical excellencePeople developmentBusiness developmentFinancial contribution Each partner should set goals that go above and beyond minimum expectations based on each partners strengths and goals must s-t-r-e-t-c-h you to make a difference</p> <p>33www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.33When Establishing Your GoalsMake them:Specific your goals should be specific rather than general and answer the W questions (who, what, why, when, and where) Measurable establish specific criteria for measuring progress whether financial, based on activities, etc.Realistic and Relevant a goal must be something the organization is committed to and that you are willing and able to work towardWritten and Shared commitment to performance increases when goals are written and you tell others</p> <p>34www.convergencecoaching.comCopyright 2000-2012ConvergenceCoaching, LLC All rights reserved.Name:SL:Mentor Partner:Sample Partner Goal Form35YOUR FIRMPartner GoalsEvaluation Period ________________________</p> <p>Goals BeSpecificWhat is your goal?What steps will you take to accomplish this goal?Who owns these steps?Measurement - Specify how we will measure progress and completionTiming Specify the by when date for completion1. 2000-2012ConvergenceCoaching, LLC All rights reserved.Goal Examples People DevelopmentDevelop procedures and best practices associated with estate and gift tax service line that are approved by the Tax Department Head and rolled out in a web-based training to all Tax staff by XX/XX/XXMentor PERSONS NAME to prepare her to move to the role of Manager including taking her to 2 referral source meetings, 2 sales meetings and including her in 2 performance conversations with staff by XX/XX/XXRecruit a senior audit manager into our group by XX/XX/XXTransition the CLIENT NAME audit relationship and engagement management to PERSONS NAME...</p>