THE HAPPINESS OF MEANINGLESSONS ON ENGAGING AN EXCITING GENERATION

DAVID BONIFACIODIRECTOR OF STRATEGY, CBTL HOLDINGS INC.MANAGING DIRECTOR, NEW LEAF VENTURESMANAGING DIRECTOR, ELEVATION PARTNERSMANAGING DIRECTOR, IDC MANPOWERPRESIDENT, ISSHO GENKI INTERNATIONAL

THE PHILIPPINES IS A PEOPLE MINE.

THERE IS VALUE WAITING TO BE UNEARTHED, SHAPED, POLISHED, SET, AND

DISPLAYED.

$11,000,000,000lost every year due to

employee turnover*

*United States Bureau of National Affairs

Reasons for Employee Turnover

29%

18%15%

15%

20%2%

Career OpportunitiesLack of FitManagement / Work EnvironmentFlexibility / SchedulingPay / BenefitsJob Security

Turning Around Employee Turnover, Gallup Business Journal

“Most of the reasons employees cited for their turnover are things that managers can influence.”

Turning Around Employee Turnover, Gallup Business Journal

PROBLEM #1:WE HAVE DISENGAGED WORKFORCES.

88%NOT ENGAGEDin South East Asia

``

88%

- 50 employees x 88% disengaged = 44 people

- 44 people x 15 minutes wasted/day = 660 mins wasted

- 11 hours x P100/hour rate = P1,100 lost per day

The problem with

P33,000 lost from

disengagement per month

``

88%

- 50 employees x 88% disengaged = 44 people

- 44 people x 15 minutes wasted/day = 660 mins wasted

- 11 hours x P1000 of potential value generated = P11,000

The problem with

P220,000 potential value

lost per month

“The lost productivity of disengaged employees costs the U.S. economy $370 Billion annually.*

*National Business Research Institute

SO ENGAGE!

ASK YOURSELF:WHAT DOES AN ENGAGED WORKFORCE LOOK LIKE FOR MY COMPANY?

Achieves objectives.

Comes to work early.

Communicates effectively with each other

Innovates and grows

Attracts other excellent people to the company

Generates amazing value for the company

ENGAGE

1. OCCUPY 2. ATTRACT3. INVOLVE4. CAPTURE5. CATCH

6. PARTICIPATE7. TAKE PART

ENGAGE: “TO PLEDGE”

ASK YOURSELF:WHAT “PLEDGE” AM I MAKING TO MY PEOPLE?

PROBLEM #2:WE DON’T KNOW HOW TO ENGAGE THIS GENERATION.

Generation A Generation BGap

Bridge

–Albert Einstein

“Insanity is doing the same thing over and over and expecting a different result.”

HOW TO ENGAGE THIS EXCITING GENERATION

Purpose-Driven(Meaning)

Performance-Oriented(Results)

Principles-Led(Values)

PLEDGE #1:BE PURPOSE DRIVENMEANING IS WHAT LEADS TO HAPPINESS

–Proverbs 29:18

“Where there is no revelation,people cast off restraint…”

“

BE PURPOSE DRIVEN

• Define your company purpose. What are you driving towards?

• Define the purpose of each person in your organization. Answer the question, “Why am I here?”

• Constantly communicate the group purpose and each individual’s purpose.

BE PURPOSE DRIVEN

Freedom + Ambiguity = Failure and Frustration

BE PURPOSE DRIVEN

Purpose (meaning) + Clarity = Success and Fulfillment

PLEDGE #2:BE PERFORMANCE ORIENTED

BE PERFORMANCE ORIENTED

• Define the performance expected. Define how this performance is connected to the company purpose and the individual’s purpose. People should know how they’re judged.

• Measure and Develop: Measure and Develop performance. Don’t just expect it.

• Carrots and Sticks: Reward what you want more of. Punish what you want less of.

BE PERFORMANCE ORIENTED

Undefined expectations = Unmet expectationsUnmet expectations = Dissatisfaction

BE PERFORMANCE ORIENTED

Notes on Measuring:

You can’t manage what you don’t measure.(“I have a feeling” or “I think” don’t count.)

Measuring the wrong thing leads to wrong decisions.(Measure things that contribute to achieving the purpose.)

Interpreting measurements wrong leads to wrong decisions.(Validate with data. Validate the data itself.)

Use new tools to measure. Ask others how they measure.(We use tools like Asana and PayrollHero)

BE PERFORMANCE ORIENTED

Notes on Developing:

Start with expectations.(Company and Client Expectations)

Define what skills are required to meet expectations.(Ask yourself: What do we have to be good at?)

Develop people to excel in these skills.(Training programs, exposure, books, mentors, etc.)

Expand responsible people. Remove irresponsible people.(If they’re good, invest more. If they’re not, don’t waste anymore.)

PLEDGE #3:BE PRINCIPLES-LED

BE PRINCIPLES-LED

• Define your values. What are non-negotiably important to you? How should everyone aspire to behave?

• Defend your values. Especially from yourself.

• Demo your values. People follow the leader.

Purpose-Driven(Meaning)

Performance-Oriented(Results)

Principles-Led(Values)

NOTHING ORIGINAL.

–May 22, 2014

“As I continue preparations for my talk on worker happiness, I keep seeing the need to stress the

importance of executors (actual people) who will push (sometimes fight) for actual change and the need to adopt new methods (actual processes, strategies, and policies), and to embrace and learn new tools (actual technologies) that all come together to provide an

engaged workforce that is both productively achieving company goals and is happy and committed.

Someone has to do it. That someone has to do new things. That someone doing new things needs innovative

tools.”