Action Steps to a Better Work Environment
Catherine Mattice Zundel, MA, SPHR, SHRM-SCP
Speaker, Author, Consultant
www.CivilityPartners.com
CREDIT QUESTIONS TOPIC
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The use of this seal confirms that this activity has met HR Certification Institute's (HRCI) criteria for recertification credit pre-approval.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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What You Will Learn
The questions you need to have answered before a survey
Marketing your survey
Building an action committee
Using your vision statement to drive culture
Turning your core values into core competencies
Fun ideas for onboarding
Overcoming challenges in culture change
Catherine Mattice ZundelMA, SPHR, SHRM-SCP
www.CivilityPartners.com
619-454-4489
Lets start at the
beginning, a very good
place to start
Julie Andrews in the Sound of Music
What is your objective?
What do you hope to
understand from the survey?
What information are you
looking for or what problem are
you trying to solve?
What are you hoping to learn?
Do you have permission to act on
the results?
Do you have permission to spend
time and money on the survey
outcome?
Have leaders promised not to be
offended by the results?
Who are your survey
champions?
What is your communication plan?
Before
During
After
Pre-Survey During Survey Within 7 Days of
Close
Within 14 Days of
Close
Communication
should come from
top leader
Communication
should come from top
leader and you
Communication
should come from top
leader and you
Communication should
come from top leader
and you
Describe rationale
for survey, that
response is
important, and that
results will be
shared
Remind of
importance to
participate in order to
solve issues, and that
results will be shared
Thank employees for
participating, share
response rate, advise
you will be looking for
their participation in
solving issues
Thank employees once
again, and remind
them that participation
in action plan is key to
change
Inform when data
collection will begin
Inform open and
close dates of survey,
share current
response rate
Advise that results are
being analyzed and
the date a summary
will be sent out
Provide more detailed
summary
Stress leader
commitment to
taking action
Remind that action
will be taken, so
more participation the
better
Remind that the
results are important
and will be acted
upon
Provide at least 3
immediate actions,
advise more are
coming
Assure anonymity Assure anonymity Assure anonymity Seek volunteers for
change
Important Tips
All communication must appear urgent
All follow through must appear urgent
Celebrate and advertise small wins
Be open to talk
Be objective
Email [email protected] for a 16-question worksheet with more questions to answer before sending your survey out.
mailto:[email protected]
Your Action Committee
No more than 8 people
People from all levels
Volunteers
People who are natural leaders
and well liked in the organization
What does the committee do?
Champion change
Start gossip about change
Develop and execute a strategic plan
Vision: Where were going
Mission: How well get there
Values: How well behave
Example: Civility Partners
Vision: Where were going
To enrich the quality of life for every employee in every
organization we touch
Mission: How well get there
We partner with employers to help them create a
positive work environment
Values: How well behave
Be extraordinary, Learn a lot, Have a warrior spirit, Be
legit
Using Your Vision Statement
Vision A:
To enrich the quality of life for
employees
Vision B:
To erase hunger and
homelessness in our community
Nonprofit for Hunger & Homelessness
If your vision is:
To erase hunger and
homelessness in our
community
Then you need a second
vision focused on culture
(social vision):
Compassion and respect for
all.
Vision: Where were going
Mission: How well get there
Values: How well behave
Defining a Core Competency
Core Competencies Are
a defined level of expertise or competence that is essential or fundamental to a particular job; the primary area of expertise or specialty
Competency: Description of what behavior looks like when a person has that competency.
Initiative: Identifies what needs to be done and does it; does more than what is normally required; prioritizes tasks and meets deadlines; is a self-starter and is motivated to succeed
Dont skimp on the chili
Dont skimp on the service
Dont skimp on the quality
Dont skimp on the fun
Chili Dog Chain
Competency: Description of what behavior looks like when a person has that competency.
Customer service: Provides excellent service even in stressful situations; quickly and effectively solves customer problems; and presents a positive image with customers.
Quality work: Always goes the extra mile to complete work; self-starter of tasks; work does not need to be re-done; it is clear a large effort went into doing tasks right the first time.
Fun: Always perceived to be in a good mood; laughs and clearly enjoys others; engages peers and customers in conversations; seen with a smile regularly.
Email [email protected] for a list
of 30 ways to bring your core values to life.
mailto:[email protected]
Never compromise your
values
Steve Maraboli, Author,
Life, the Truth, and Being Free
FUN ONBOARDING IDEAS
Involve EVERYONE.
CELEBRATE.
Fun Ideas
Ask the new hires team to create a basket of goodies
Record a video of the new hires team and send it before the
first day of work.
Give the new hire a BINGO card with information from the
employees. They have get BINGO by end of the first week.
Figure out ways to make sharing company history interesting.
OVERCOMING Challenges
(As noted by John Kotter)
Failing to Create
Urgency
Not Having a Profound
Vision
Not Planning For,
Creating, or Celebrating Short-term
Wins
Enter all questions into the Questions
section of the GoToWebinar panel on your computer screen
QUESTIONS
The use of this seal confirms that this activity has met HR Certification Institute's (HRCI) criteria for recertification credit pre-approval.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Be watching using YOUR
unique URL for login
Stay on the webinar, online for the full 60
minutes.
Certificates delivered by
email no later
HOUSEKEEPING
than 2/12/18
http://www.hrci.org/http://www.hrci.org/
An 8-module online learning program for managers, HR
professionals, leaders or consultants who want to create a
positive and thriving work environment.
CivilityPartners.com/Makeover
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