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July 2007 Keeping Your Best People - In A Low Labour Supply Market Welcome to the HPS newsletter. We at HPS want to provide you with a light read, on initiatives designed to immediately increase performance and profit, while making your business a place where people love coming to work. In a short labour supply market these are things that are crucial to us all. *Replicating internal expertise throughout your business  High Performing Teams Should you want to have the highest performing team in the country in your industry then researching into the areas which we describe in this newsletter would be a great place to start. You need to first Recognise where your highest performers lie, this needs to be based not just on KPIs although these are important but other areas such as executive feedback, peer feedback and where possible, client feedback. Understand through research how to Road-map the areas of difference, this needs to be done carefully in order that everyone in the organisation benefits. Build a robust plan that will enable its Replication, this should include a way to access the knowledge on-line where possible. If you don't have interactive on-line knowledge sharing, start to think about what it would take to create this. We look forward to working with you all again this year and that you, our clients, continue to grow and share the expertise within your organisations.
So how do you identify what your own unique internal experts do that differs?  The best place to start is to identify your best performers. This could be your most outstanding managers, team leaders, sales people, administrators, data entry people any person that brings out in you the old saying 'I wish all my team were like them'. When identifying these people, be clear on what areas of their role you are measuring. For example, do you rate them as being the best because they meet all the targets or KPIs, or do you consider them to be the best because everyone loves them? This distinction is important because once you know what motivates them to perform well, you will be encouraging them to do more of the same. Once you've selected your experts it's time to extract and measure the key things they do that differ, and the filters that drive them. Understanding Experts There are many ways to extract this information from your experts. You could sit with them and have a casual chat about what's important to them. Ask them what's important to them about a job (not necessarily this one). Ask them to remember when they were happiest at work and what it was about that time that made it so great. Ask them why they have left jobs in the past or to remember the worst job they ever had. How long do they generally stay in a job, do they like frequent change. You could observe how they go about doing their job, how much contact they like with people and notice what makes them happy, unhappy, excited or frustrated, etc. Another method is to have each staff member complete a questionnaire style assessment which asks specific questions in the context of choice and determines where each person stands in regards to high performance behavioural qualities. These questionnaires can produce reports that help to easily identify the areas that are of most importance and least importance to the subject and enable you to know which areas should be targeted with the highest significance. Although this newsletter is not about selling, HPS Behaviour Change does supply an on-line questionnaire that will take the hard work out of this part for you. Finally you can now start to use the knowledge of what motivates your experts to create an environment that enables you to replicate what they do, while matching their attitudes and values and has them knowing that this is a place they are highly motivated to work in. We trust you have gained a few tips from this newsletter that will help you and your teams with being fulfilled at work while increasing performance and profitability at the same time. We thank you for the opportunity to share this information with you and we look forward to when we next speak. Note - You are on our communication list because we value your organisation and the work you do. You will know others who might benefit from this information, feel free to forward this on where you see benefit. If you are not currently a client we look forward to working with you. Contact us at www.BehaviourChange.com.au |  |
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