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Making your Employee’s Path to Self Actualization a Part of Your

Company’s Core-Values and Mission Statement

Gaye Pike, CFP®Chief Operating Officer

Financial AdvisorCaledonian Financial

What is Self-Actualization?

• self-actualize

• intransitive verb self-ac·tu·al·ize

• to realize fully one's potential

• Webster’s Dictionary

Self-Actualization

• To realize one’s full potential by expressing one’s creativity, seeking spiritual enlightenment, pursuit of knowledge, and the desire to give to and/or positively transform society.

• Abraham Maslow wrote a paper in 1943 called “A Theory of Human Motivation”.

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Maslow’s Hierarchy of Needs

• Employers should WANT TO help their employees excel not only financially and professionally, but physically and mentally as well.

• WHY… BECAUSE a HEALTHY and HAPPY workforce is a more productive workforce.

• Resulting in: Less Turnover, Less Absenteeism, Greater Productivity.

• It’s hard to be a good employee when your life is a mess and you are overwhelmed with:

– Marriage problems

– Wayward children

– Bankruptcy

– Poor health

– Obesity

– Addictions,

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Have you ever heard the question:

• “Would you rather work for a GREAT BOSS in a BAD COMPANY, Or… Work for a GREAT COMPANY and have a BAD BOSS?

• As an HR professional, you are in a unique position of having some control over BOTH of these factors.

Caledonian Financial Team

Montee Sneed

• Has Health Goals relating to Weight, Exercise, anything measurable

• Avid reader: Fiction, Non-fiction, Work, Politics, History, Newspaper, Periodicals.

• Encourages Self-Improvement in Himself and Others.

• Sees potential in EVERYONE.

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This Session’s Goal:

• To help HR professionals engage their executive leadership in making “Employee Growth and Self-Actualization” a part of their company’s STRATEGIC GOALS, HUMAN-CAPITAL MANAGEMENT PLAN, CORE-VALUES and their MISSION STATEMENT.

GenY and GenZ

• Are investing more time and energy in researching their prospective company’s mission statement, culture and core values to see whether their values align with that of the company before deciding to apply for a position.

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• What's The Secret Formula for Making Employees Fall in Love with Your Company?

• What makes employees stay at a company long-term?

• Why do some employees enjoy going to work each day?

• If you're going to win, not only in the war for talent but in the marketplace, why not be abnormal and base your competitive advantage on something truly unique and sustainable - your Organizational Culture (OC)?

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• While understanding your organization's values and philosophies is an important first step, if employees are encouraged, and even required, to share, embrace and live the organizational values and philosophies, a unifying OC will take hold.

• When your OC is strong and positive, greater employee satisfaction and commitment will begin to emerge because repeated behavior patterns can be trusted which will ultimately lead to enhanced performance.

• As more and more employees accept and buy into your OC, believing it to be beneficial to them as employees, as well as to the health and welfare of the organization, momentum will grow establishing the conditions where the OC can ultimately be leveraged into what can become your true competitive advantage.

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OC EQUATION™

(VALUES + PHILOSOPHIES)X ACTIONS

______________________ORGANIZATIONAL CULTURE=======================

• Cindy Beresh-Bryant (2015)

Reinforce the Organization’s Core Values and Behavioral Expectations

through modeling, communication and coaching.

• Incorporate ethics and values into organizational programs, and identify and reward valued behaviors.

SnackNation’s Core Values

• Health above all else

• Display Grit without Ego

• Serve & Inspire

• Seek Perpetual Growth

• Spread Joy & Optimism

“… live and breathe your culture, and take stock of it daily. Listen, get feedback, and get a very good sense of how people are feeling in your office. Pay attention, be present and realize that building an amazing culture is a never-ending process.” – Sean Kelly, CEO

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Pepsico Values & Philosophy:

Our values are a reflection of the socially and environmentally responsible company we aspire to be

• Our Commitment: We are committed to delivering sustained growth through empowered people acting responsibly and building trust.

• Sustained Growth: Fundamental to motivating and measuring our success. It is about the growth of people and company performance.

• Empowered People: The freedom to act and think in ways that we feel will get the job done.

• Responsibility and Trust: Form the foundation for healthy growth. By acting as stewards of the resources entrusted to us, we strengthen that trust by walking the talk and following through on our commitment to succeeding together.

ACTIONS:

• Monthly Lunch and Learn Opportunities

Maslow’s Hierarchy of Needs

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PHYSIOLOGICAL NEEDS:(Food, Water, Warmth & Rest)

An employee’s Salary should Satisfy these needs.

Lunch & Learn Ideas:

Budgeting Class

How to save for Children’s College

How to save for Retirement

Maslow’s Hierarchy of Needs

SAFETY NEEDS: (Security & Safety)

This is an employee’s benefits package:

Lunch & Learn Ideas:

Health Insurance

Disability Insurance

Life Insurance

401k

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Other Ideas:

• Social Security: Maneuvering through the SSA.GOV website.

• Pre-Retirement Bootcamp: Knowing WHEN you’re prepared to Retire.

• Long-term Care: Discussing the ins and outs and different products that can help fund it.

• Medicare Advantage: Even when the employee isn’t ready for it, they may have a parent who will need some guidance.

• Health Savings Accounts: What they are and how they work.

Maslow’s Hierarchy of Needs

BELONGINGNESS & LOVE NEEDS:Intimate Relationships & Friends

• Ideas for Lunch and Learns:

• Conflict Resolution

• Parenting Class

• Marriage Seminar

• Grief Counseling

• Divorce Care

• Eldercare

• Recognizing the signs of addiction

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Maslow’s Hierarchy of Needs

ESTEEM NEEDS:(Prestige & Feelings of

Accomplishment)

• Weight Loss

• Exercise

• Dressing for Success

• Smoking Cessation

• Giving to Others

• Techniques on Remembering Names

Develop and Align the organization’s human-capital management plan with

its Strategic Plan.

• Prepare a plan that aligns all human-capital-related activities in support of organizational goals.

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Human CapitalBottom Line: A Good Plan is Unique

It is much more difficult to copy workforce capability than it is to copy a marketing program or a product. And the reality is, you don’t really want to copy anyone else’s human capital plan.Rather, you want to build the human capital plan that’s right for your unique situation, business model, and goals. Build your human capital and build the capability of your people. The result is a powerful competitive advantage that cannot be easily replicated in the market place.

Trinet.com

• Trinet.com

Human capital matters must not be viewed as tied to a cost center, but as investments with some return expected.

From a human capital point of view, you can do one of two things:Help increase revenue per employee, or

Optimize or minimize the cost per employee

Examples of Strategic Goals Involving Employees

• Create a performance-focused culture: This objective can be used if your organization is trying to change its culture to one that focuses more on performance management or incentives. This objective shows up a lot in government and nonprofit organizations.

• Improve employee retention: This objective is common in learning and growth and may focus on skills, culture, pay, and the overall work environment.

• Attract and retain the best people: This is a good “beginner objective” if your organization is just starting to use the Balanced Scorecard. Ultimately, you’ll need a good plan regarding who you need to hire, how many hires you need, and what the biggest challenges with regard to retention are. You can then become more specific in this objective by addressing those challenges.

• Build high-performing teams: If teamwork is critical in your organization, consider this objective. It can be hard to measure, so you should think about whether you are encouraging teams or mandating teamwork.

• Develop leadership abilities and potential of the team: Many organizations realize that they are good at hiring people but not developing them into good leaders. If this is something your company wants to change, this objective is important.

• www.clearpointstrategy.com

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Establish Relationships with Key Individuals in the Community to Assist in Meeting the Organization’s Strategic

GOALS AND OBJECTIVES

• Identify, evaluate and implement initiatives aligned with the organization’s corporate social responsibility goals.

ORGANIZATION’S CORPORATESOCIAL RESPONSIBILITY GOALS

• Excellent time for Lunch and Learn with United Way coming in to encourage individual giving

• Organized Projects: (Blood Drive, H4H)

Mission Statements

•“Our deepest purpose as an organization is helping support the health, well-being, and healing of both people — customers, Team Members, and business organizations in general — and the planet.”

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• “Dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit.”

• The company follows that immediately with a commitment to its employees:

• We are committed to provide our Employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of Southwest Airlines. Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer.

THE FUTURE OF WORKSix Companies That Are Redefining

Performance Management

• GE, Cargill, Eli Lilly, Adobe, Accenture, Google

• As annual reviews fade away, performance management will become more about feedback and development.

• Kris Duggan is CEO and Cofounder of BetterWorks, an open and collaborative platform for setting, measuring, and cross-functionally aligning goals.

• Fastcompany.com

The Future of Work

• These six trendsetters have one thing in common: They’re all switching their focus from dictating what employees should do at work to helping develop their skills as individuals. As it stands, companies spend a significant amount of time on evaluation but comparatively little on development.

• Yet it remains that human capital is every business’s greatest resource. The future of performance management will include more feedback and place a greater emphasis on development. And as employees become even better at their jobs, it’s a win-win for everyone.

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Maslow’s Hierarchy of Needs

DISCLAIMER

This has been prepared for educational and information purposes only. The content does not provide legal advice or legal opinions on any specific matters.