Conduct an Employee Performance Audit

How to quantify your people’s performance productivity.
 
Your Organization’s Staff Census
 
Conduct a STAFF CENSUS and overlay that onto your organization chart, in order to conduct an employee portfolio. Conducting a census of your organization’s employees entails looking up and down the organization as well as across functional areas, and at various locations, to see how well staffed you are to handle current workloads, as well as future planned short and long-term projects that will require additional staffing.
 
Conducting such an organization-wide census will help you to identify who you have, and who you need. A staff census helps you to develop your Talent Acquisition/Management .
 
Employee Return on
 
Your employee Return on investment (eROI) is an effective way to determine if you are optimizing your , by generating an acceptable return on your investment into your employees, based on what you pay them and their productivity? Here is how you begin quantifying employee cost versus their productivity return to your organization.
 
Employee Cost
 
An employee’s “Cost” can be estimated by applying a factor of 1.2 to 1.4 * the employee’s base salary.
 
When we refer to employee “COST” that can be determined by applying the sum total of everything it takes to keep an employee. Cost includes their base salary, bonuses, cost of living adjustments you provide, any/all benefits, training, certifications, memberships, transportation, meals & entertainment, etc.
 
eROI can be measured using the average revenue that is generated on a per employee basis. You calculate this by using your total annual revenue divided by the total number of employees, and your employee’s key performance indicators (KPIs) which hare their annual, quarterly, monthly goals.
 
eROI (employee value/contribution) can be measured using revenue per employee * .X% of the employee’s KPIs achieved/reached. The percent completion of KPI is a way of determining how the employee was to achieving their established goals?
 
How do employers feel about/are they using eROI?
· New hire performance metrics are used by 51% of companies.
· Turnover and retention metrics are used by 48% of companies.
· Hiring Manager satisfaction rates are used by 41% of companies.
 
Performance, productivity, and retention are the 3 most critical factors you have available, in order to determine an organization’s “Quality of Hire.” (QoH)
· Performance – average of all new hire performance ratings.
· Productivity – as defined by KPIs.
· Retention – % of new hires on-board at the end of the year.
 
Ex. Using these 3 ratings/metrics…if you scored an 80%, 75%, and 70% on these 3 metrics, then the average QoH you achieved is 75% or C to C+ range.
 
Hat tip goes out to Howard Matalon of Olender Feldman for sharing these concepts during a recent talk conducted at Affinity Federal .

Why I Became a Weight Watchers Leader.

Since last June when I re-joined Weight Watchers, I have lost a total of 67 pounds!
 
It has been an amazing journey to date. I have discovered a wealth of self-motivation strategies that I use, to regain a healthy life style. You do this by consciously choosing to re-invest in yourself through healthier choices and recommit to health & wellness.
 
Having reinvigorated myself, I decided to share my experiences as a Group Leader. I’ll be facilitating weekly member meetings. During these meetings, members share their challenges in a friendly and nurturing environment by recounting the stress they face in overcoming shared experiences and coping strategies.
 
They are in effect “in it” together and committed to helping each other in achieving their goals.
 
Why does this matter in careers and business?
 
Many of the exact SAME guiding principles that people face in making wiser decisions about their health in can be applied to work-life balance decisions and their careers and professional pursuits. Choosing to pursue more positive individual, group, and organizational goals driven by empathy and emotional intelligence lead to more positive outcomes achieved in organizations.
 
Creating positive environments at work that nurture people’s spirit with intrinsic motivation and surrounding employees with positive people who share their values, behave morally and exert positive influence will lead to greater success in one’s goals. Achieving a healthier lifestyle enables us to more aggressively and confidently pursuing our work and career passions, to building more compassionate cultures.
 
These choices we make for ourselves and in helping others all serve to optimize workplace productivity, more successfully engage and empower employees, and enable you to gain lasting competitive advantage.
 
Stay tuned…
 
As I take on this new role I will be reporting back how leading a group of committed individuals on their path to a healthier lifestyle can be applied to one’s career, professional pursuits and be leveraged organizational success.
 
Here’s to an amazing 2018!
 
Ethan, Chief Motivation Officer
The Chazin Group, LLC
201.683.3399 | 917.239.5571 | Ethan@TheChazinGroup.com
 

The Compassionate Organization

 
The (organizational behavior) times, they are a changing.
 
In the past, employees went to work for organizations in an implicit agreement that they would provide their skills for fair pay. If they performed well, they would be rewarded with a modicum of job security and perhaps career advancement. Those days of one employer per career are long gone. In today’s “contract” economy, workers change jobs between eight to ten times by the time they reach 35 years old.
 
The Mature workers and Baby Boomers who first introduced the American workplace to mass layoffs in the 1980s when they were in their 30s and 40s, are now leaving the workplace by the tens of thousands every day.
 
This mass exodus of the Mature workforce and Baby Boomers coincides with Millennial workers taking over roles of increasing importance within organizations. The sheer number of Millennials now entering the workforce will fill the void being left by Matures and Boomers. Estimates are Millennials will constitute 75-80% of the American workforce by 2020. Meanwhile, organizations have been “flattening out” their management ranks as they cast off layers of middle management in the past few decades.
 
With this huge transfer in the balance of power from older to younger American workers, Millennials bring with them into the workplace a new set of organizational values, beliefs about work, and a set of ethics and expectations about appropriate organizational behavior.
 
These newly minted professionals witnessed first-hand just how poorly their parents and grandparents were treated by the organizations they had committed to during the great American Recession of 2007-2009. Adding insult to injury came the mortgage foreclosure disaster with millions of Americans being cast out of their homes.
 
Millennials have been demanding that the organizations they work for (and buy from) share their values, practice probity or the possession of a moral compass, and must care for the environment. Sustainability’s explosive growth in recent years is proof that Millennials desire to protect the planet.
 
Further, Millennials want their ideas to not only be solicited by the organizations they commit to, but also implemented. They want their work to have meaning, and they want to be able to make an IMPACT to the organizations they work for and society as a whole NOW.
 
They do not expect to have to wait years “putting in their time” before they can make a difference. They seek out those organizations that offer them the most meaningful and appealing work-life balance options. Goodbye and fond farewell to the 20th Century command-control pyramid-shaped organization. Gone is the Corporation whose sole purpose for existence is the pursuit of profit at any and all costs. Welcome to the new “compassionate organization” that is required for lasting competitive success in the 21st Century.
 
And while it may take global banks, financial institutions, petroleum companies, gun manufacturers, tobacco companies, and other less than ethically based institutions some time to discover this phenomenon and adapt to the new reality of the compassionate organization, the landscape is ALREADY changing and quickly.
 
Global trends will further expedite the shift to a more ethical, cause-based socially conscious organization. Trends like global competition, social media, the sharing economy, a pervasive “war” for top talent, sustainability, rapid idea diffusion through the Web, virtual reality, augmented reality, artificial intelligence, and the near constant rate of technological innovation the old ways of focusing on maximizing profit and treating employees like assets akin to photocopiers with limbs. The profit above all else mantra and Greed is Good mindset no longer serves as a viable lasting competitive business model.
 
Many of the foundational underpinnings of this kinder, more caring organization have been in place for some time. Compassionate organizations can be identified by the type of flexible work arrangements they offer to their employees. These caring organizations put employees first every day by allowing their people to work where and when they feel they are most productive, give them time off to solve their organization’s (and society’s) problems, come up with innovative new products and services, solve problems and architect their OWN work as they see fit.
 
These compassionate organizations are re-aligning their organizations by removing 20th Century pyramid-shaped command and control organizations. In its place, leaner, less hierarchical flatter MATRIX organizations with self-directed/self-managed work teams are forming in lieu of traditional management structures.
 
The new compassionate organization encourages its employees to pursue outside interests and achieve self-actualization through community engagement, volunteer work and giving back to their communities. Need examples? Following is merely a short list of compassionate organizations who comprise an enlightened employer ‘Hall of Fame’:
 
Patagonia
Wegman’s
Edward Jones
Chobani
Kind
Whole Foods
Zappos
DuPont
W.L. Gore
UPS
Johnson & Johnson
 
For a more comprehensive list of these compassionate organizations, check out the Fortune 100 best companies to work for.
 
Ethical Organizations are MORE Profitable.
 
Need proof that there is a growing global trend afoot as for-profit companies shift their focus from pure profit maximization to more ethical and compassionate behaviors?
 
The Ethisphere Institute has been researching the financial performance of ethical organizations for over a decade now. Their research has uncovered an amazing phenomenon. Organizations globally that perform the most “ethically” consistently outperform financially their less ethical competitors across all industries and countries.
 
Think this is a fluke? Think again! Compassionate organizations are ideally positioned to unleash their people’s untapped potential for lasting competitive advantage.
 
Be on the look out for my upcoming book “The Compassionate Organization.”
 
Here’s to your continued success in 2017
 
– Ethan

You Invited Me to Connect. Now What?

 
So…you sent me the generic invite from LinkedIn to join you. You did not take the time to send a note explaining why you thought it would be beneficial for us to connect. Nor did you care enough about me to do research, to figure out how you could help me. Nor did you bother to approach the act of inviting me to connect with you from a perspective of what I might gain from your invitation.
 
Nonetheless, I checked out your profile and it looked like we could help one another. So I accepted. Now what? What’s your plan? How are you going to build a mutually beneficial relationship where we can get to know one another, make appropriate referrals, and help each other out.
 
Oh…you didn’t think it through that far? Truth be told of 100 invites that I receive, perhaps 95 never follow up beyond the invitation. At first, I just chalked that up to the selfish “Hunter” behavior (Wanna buy some software?) and ignored it. Now, if someone does that, I disconnect from them.
 
After all, how do you think your behavior makes others feel? When I identify someone that I can help or that might be able to assist me, I spend time doing research by looking through their profile and learning about them by doing some research. I suggest you do the same.
 
Start with their current employer and what they do for a living. What seem like the challenges that keep them up at night. What projects are they working on. Are they taking continuing education courses. Are they giving a talk. Maybe they will be serving on a panel. Perhaps they posted that they are looking for suggestions on a vendor, or posed a question in group that you are qualified to answer. how d o you add value to others?
 
The best piece of advice I ever received when I began my career from a mentor was…nearly everyone approaches life and the relationships they form from a “What’s in it for me?” perspective. So, be the Purple Cow Seth Godin often refers to. Separate yourself from the herd. Make a concerted effort to deliver value to your relationships by helping others. Be a ‘Servant-Master.’ Try facilitating connections, to achieve Win-Win-Win relationships.
 
Or, keep sending out generic invites to pad your network. All you’ll be left with is meaningless connections that don’t serve you or anyone else. And what’s the point of that?
 
Here’s to your continued success in 2017
 
Check out my cool stuff at my website.

Forge Lasting Relationships

 
Develop a strategic relationship-building plan of attack.
 
Or…death to networking, once and for all!
 
For those folks that run their own business, sell products and services, or are looking to expand their professional network by finding individuals with whom they can cultivate meaningful business relationships, it can be hard to approach networking in a strategic fashion.
 
Why? There are so many business groups to contemplate joining and “networking” events to choose from, that simply focusing in on the best approach to take can be overwhelming. We all have limited time and resources to allocate. There IS a much more strategic approach to take than “networking.”
 
One strategy to implement is to develop a formal relationship-building strategic plan.
 
Here’s how you can successfully develop and implement your very own strategic relationship-building plan.
 
Start with YOU! By knowing yourself, your (short & long-term) business, career, and professional goals, you can better understand how/why you connect with certain types of people, and don’t with others. What’s your personality? Take an assessment. If you’re in a sales role, DISC is a useful starting point. More general personality type assessments include: Myers-Briggs, Keirsey, and Birkman. You can’t forge strong relationships until you know what makes YOU tick.
 
Next, develop a customer profile (written document) containing as much information as you can on a specific type of customer you have. Do they come from certain industries, possess key attributes you look for.
 
Most individuals actually target a few types of ideal customer, so having several customer profiles (“AVATARS”) will enable you to be extremely specific in how you identify them for purposes of using them as a template “cookie cutter approach” to find even MORE folks with backgrounds that match your ideal customers.
 
Start with your existing customer base and pick a few of your best customers. By “best” we are referring to very STRONG relationships. For example, how much business have they contributed to you. Be sure to factor into the equation not only their own relationships with you but also the people they referred to you.
 
Write down their background, education, prior work experience, position in the organization, training, education, certifications/accreditations, the industry Associations they belong to, and the industry events, trade shows, and conferences they attend.
 
Use the events they attend and organizations they belong to in order to develop a 30, 60, and 90-day calendar of highly lead generating events to attend.
 
Next, write down everything it took to find them, cultivate the relationship with them, and nurture that relationship. Why do this? Once you do this you have a blueprint for how to find OTHER people who fit into this profile. Consider joining the organizations they belong to, and/or attend the events they go to. You’ll find more people JUST LIKE THEM at the local/state chapters of the organizations they belong to.
 
Be a facilitator. Make introductions for people, try to connect people based on their interests, backgrounds, experience and needs. Find out what people’s top pain points are, what are their key challenges to achieving their goals, and be a servant-master to solve their problems. It’s tough to do if you don’t possess empathy, don’t care about others, and are so focused on making the sale that you don’t strive to help them.
 
There’s been a lot of discussion in the field of networking about the type of personality needed to successfully build professional relationships. Often, the approach used is a comparison of the HUNTER who is always on the hunt to capture new clients, versus the FARMER. The farmer plants (nurturing relationship) seeds that grow over time into productive, mutually beneficial relationships.
 
Clearly, both behavioral approaches are at opposite ends of the relationship approach spectrum and many people fall somewhere in-between. The point is, you want to be known as someone who does for others, not takes from others.
 
It helps to get out of the mindset of “networking” altogether. Networking isn’t even a term used for human beings! It is a term coined for connecting computers into networks and evolved out of a Cold War mentality of connecting computers so if a missile took out a computer in say New York City the entire network would not go down.
 
As an alternative mind set to networking, I suggest you consider relationship-building as akin to selling with 3 types of client as your relationship counterpart. The “Mercenary” client/connection doesn’t care about you, your challenges, the problems your organization faces, and is not loyal to you.
 
They are driven by price and WIIFM (what’s in it for me) and will leave you in a heart beat. Guess what? They represent 80% of your customer base and thus the people you will encounter. They go to networking events.
 
Then, there are “Loyalists.” They are basically happy with you, somewhat loyal, will give you the chance to service them and conduct repeat purchases with you. But, they can also be swayed to leave you if a competitive offering comes along that delivers on the ‘WIIFM.’ They represent @ 17-18% of your client roster and connections rolodex. Work hard to keep them satisfied and they will reciprocate in kind.
 
Lastly, come the most valued type of relationship, the “Brand Apostles” or “Raving Fans.” They see the value in their relationship with you, and all you do for them. They appreciate you making introductions, sharing useful information, and going out of your way to help them.
 
Apostle clients buy from you often, give you advice/ideas to improve your offerings, and go out of their way to refer others to you. These amazing people are a paltry 2-3% of all your customers. Same came be said of your relationship rolodex. These folks love how engaged you are, appreciate your continual efforts to nurture a stronger, more lasting relationship and reciprocate in kind
 
The approach to relationship-building using this 3 type of customer sales approach is to constantly strive to convert those Loyalists into Apostles. Start by developing a list of twelve (12) Loyalist folks you already know as your plan to convert into Apostles/Raving Fans in 2017.
 
Next, write down the names of 3-4 existing Apostles. Write down everything it took to find them, engage them, and nurture that relationship to the point it’s at now. Now go to your list of Loyalists. You have your plan to convert them into Apostles. Note that research shows you’ll be successful about 50% of the time in your conversion efforts. So you’ll need to constantly be on the lookout for new Loyalists.
 
There you have it. Do away with that outdated 20th century concept of networking, by approaching your future relationships with a more strategic, thoughtful and value-driven mindset.
 
For more useful business-building tips and advice, check out my website. Here’s to your continued success in 2017!
 
– Ethan

Build a World Class Culture

 

 
Why World-Class Cultures Are Critical for Lasting Competitive Advantage.
 
Seems like “culture-building” is all the rave in organizations these days.
 
Not sure why it’s taken so long for organizations to re-consider the cultures they created. This is something anyone tasked with running a business, leading a team, or recruiting and retaining top talent deals with on a nearly constant basis…or SHOULD.
 
In my prior life in Corporate America I led many teams through significant transformation, and in my work as an organizational coach I have talked to thousands of business owners, partners, executives, leaders, and HR folks about their challenges building a place that rising stars would want to work at.
 
They are looking for a new breed of worker. They want (NEED, in fact) people who WANT to commit to them unconditionally, but won’t because of their flawed cultures.
 
They’re looking to recruit (and keep) people who exhibit exceptional characteristics including: strive to perform at the height of their abilities, share their employer’s ethics and values, are willing to take risks and embrace challenges, want to contribute to their organization’s risk, perform meaningful work, and care enough about that organization to do everything in their power for the organization to succeed.
 
But a major challenge organizations face that often prevents them from being able to recruit Superhero employees is an abject lack of empathy and caring. These organizations don’t respect their employees, they don’t invest in them with training and development, don’t offer coaching/mentoring programs, don’t believe in job rotations, offer little in the way of meaningful benefits, don’t believe in self-directed/managed teams, don’t strive to build trust, don’t subscribe to ethical behavior, nor do they have a moral compass (other than maximizing profits and reducing costs.)
 
Making matters even more complicated when it pertains to building a strong culture is, there are actually two types of culture. An organization’s FORMAL culture is entirely aspirational. It’s what the organization WANTS to be/become, or believes it is. That may have little or no basis in reality, when factoring considering its INFORMAL culture. The informal culture is how the organization feel like, and how it behaves when it thinks no one is watching.
 
Is it any wonder therefore that talented employees would not be caught dead committing to employers that only have to offer stifling, toxic, dead end cultures with no motivation, challenging work, shared sense of mission, teamwork and collaboration, advancement, causes they care passionately about?
 
Does this describe YOU…your employees…where you work?
 
If so, here’s why…according to a 2015 survey by the Human Capital Media Advisory Group:
 

  • Only 44% of HR practitioners admitted their organizations hire people who “fit” their culture.
  • Even though 70% of the survey’s respondents said their organizations wanted to build culture, missions and values only about a third said that culture was built into the work their employees perform.
  • Many companies (68%) said they seek to change their culture, in order to improve their employee engagement.
     
    THAT is why I created a webinar: “Build Your World-Class Culture…NOW!”
     
    To help you (and your organization) change your culture. Create a workplace where your people are engaged, collaborate willingly, don’t harbor resentment or have political agendas, and are striving constantly to achieve maximum productivity.
     
    Want to maximize your profits by driving revenue sky high while finding new creative ways to reduce costs?
     
    Then join me on Tuesday, February 14th from 12-1pm EST! During the webinar I’ll tell you how to:
     

  • Re-position your organization in the hearts and minds of others by revisiting your vision, mission, values.
  • Define the type of people you want to work with, including suppliers, contractors, vendors, the media…everyone!
  • Master your storytelling -tell what sets your organization apart. Engage others with your history, key achievements and most importantly…WHY you do what you do…your purpose!
  • Ethical organizations outperform their competitors!
  • Treat your employees like valued partners for optimal engagement and retention.
  • Implement Reward & Recognition, Coaching/Mentoring, Employee Idea, and Town Hall programs.
  • Intrinsic v.s Extrinsic motivation.
  • Define and RECRUIT the attributes of STAR performers.
     
    Not only is it FREE but as an extra incentive I’ll email you my e-book “Apply Innovation & Creativity in Your Organization” when you register.
     
    Sound like something you’d be interested in attending?
     
    If so, register here. Here’s to your success in 2017!
     
    Here’s to your continued success in 2017!
     
    Ethan

     
     
    – Ethan