The 3 Keys to Retaining and Motivating Your Team

Jason @Evanish GetLighthouse.com

The 3 Keys to Motivating &

Retaining Your TeamJason Evanish

Founder, GetLighthouse.comJune 26, 2015


The #1 Reason People Leave Jobs


…and the Data Agrees

“50% of Americans have left a job to get away from their manager.”

Source: Gallup, “State of the American Manager,” April 2015


Feelings About Work are Contagious



“As a middle manager, you are a

chief executive of an organization

yourself ... As a micro CEO, you can improve

your own and your group’s performance

and productivity.”

- Andy Grove former CEO, Intel



“You hire the best people you can find. Then it’s up to you to create an environment where great people decide to stay

and invest their time.”

- Rich LesserCEO, Boston Consulting Group



The 3 Keys to Great Management


Build Rapport

1



Build Rapport

Fix Problems

1

2



Build Rapport

Fix Problems

Grow Your People

1

2

3



Build Rapport

1

Learn more: bit.ly/LHRapport



Build a Foundation of Trust



“Whatever anybody says or does, assume positive intent. You

will be amazed at how your whole approach

to a person or problem becomes very

different.”

- Indra NooyiChairman & CEO, PepsiCo



“The only way to influence people

is to talk in terms of what the other person wants.”

- Dale CarnegieBest Selling Author & Speaker



A Story: Steve Kerr Gets Buy-in


A Story: The Impact of $10


Build Rapport

Fix Problems

1

2



“…if Tim doesn’t meet with each one

of his employees in the next 24 hours,

I will have no choice but to fire him

and fire you. Are we clear?”

- Ben Horowitz in The Hard Thing About Hard Things



“Ninety minutes of your time can enhance the quality of

your subordinate’s work for 2 weeks,

or for some 80+ hours.”

- Andy GroveFormer CEO, Intel



“Perhaps the CEO’s most important

operational responsibility is designing and

implementing the communication

architecture for her company.

Absent a well-designed communication architecture,

information and ideas will stagnate and your

company will degenerate into a bad

place to work.”

- Ben HorowitzVC at A16Z & former CEO of

Opsware



“…1 on 1s provide an excellent mechanism for information and ideas to flow up the

organization and should be part of your

design.”

- Ben HorowitzVC at A16Z & former CEO of

Opsware



Common, Critical Mistakes in 1 on 1s

Making them status updatesNot building rapport & trustAllowing for elephants in the

roomNever talking about career

growthNot following through or

progressingCanceling 1 on 1sNot having them for managers

More on common mistakes here: http://bit.ly/1on1mistakes


Make Feedback Part of 1 on 1s

Source: bit.ly/LHMillennials


Cater to Millennials or Miss Out

Source: bit.ly/LHMeekerTakeaways


The Impact of Positive Reinforcement

Source: Gallup, “In Praise of Praising Your Employees” November, 2006

Getting praise or recognized for good work

Increases revenue & productivity 10% - 20%

Those feeling unrecognized are 3X more likely to quit in the next year


A Story: Managers need 1 on 1s, too

“…I only recently started doing 1 on 1s again with my manager after 3 months…they were tipped off by another coworker that I wasn't super happy day to day.”

I hear these stories all the time.


“I’d assumed [an open door] would guarantee

me a place in the loop, at least when it came to

major sources of tension.

…Not a single production manager had dropped by to express frustration or make a suggestion in the five years we worked on

Toy Story.

— Ed Catmull, Co-founder & President of

Pixar

…being on the lookout for problems was not the

same as seeing problems.”



Build Rapport

Fix Problems

Grow Your People

1

2

3



“Before you are a leader, success

is all about growing yourself.

When you become a leader, success

is all about growing others.”

– Jack Welch former CEO of General Electric



“Companies have long [crafted] personalized roles and career paths for their stars…Yet it is

possible - indeed necessary - to extend

this personalized approach to all

employees.

— Reid HoffmanCo-founder of Linkedin

& Co-Author The Alliance


As the world has become less stable,

you can't just rely on a few stars at the top

to provide the necessary

adaptability.”


Millennials want to grow

Source: bit.ly/LHMeekerTakeaways


…yet few managers are growing

The majority of managers do not believe their developmental needs are being met.

Only 40% feel they have the chance to learn and grow at work.

Only 33% feel someone at work encourages their development.



Apply the Progress Principle

“Employees do their best work when they feel as if they’re making progress every day toward a meaningful goal.”

- HBS Prof Teresa Amabile & Psychologist Steven Kramer

Source: “The Power of Small Wins”, Harvard Business Review May 2011

https://hbr.org/2011/05/the-power-of-small-wins


A Story: Surprise goal, surprise results

Ariel WintonDirector of Business Development

Ariel WintonJunior Product Manager


Build Rapport

1



Build Rapport

Fix Problems

1

2



Build Rapport

Fix Problems

Grow Your People

1

2

3



“What you quickly realize as a

manager is that the single most effective way to

set up a team for success in the long run is to focus on

the people.”

Julie Zhuo Product Design

Director at Facebook


Learn more about management from Julie at: http://bit.ly/jouleemanagement


Questions?

Jason EvanishFounder, Get Lighthouse

[email protected]


Want help?

Sign up at GetLighthouse.com


101 questions to ask in one-on-ones

How to build rapport with your team

Common Mistakes hurting your 1 on 1s

Why you might be doing one-on-ones wrong

How to help your team achieve their goals

10 ways to lose your best employees

Recommended Further Reading

http://jasonevanish.com/2014/05/29/101-questions-to-ask-in-1-on-1s/

http://jasonevanish.com/2014/05/29/101-questions-to-ask-in-1-on-1s/

https://getlighthouse.com/blog/building-rapport/

https://www.linkedin.com/pulse/10-critical-mistakes-preventing-you-from-having-great-jason-evanish




https://getlighthouse.com/blog/you-might-one-on-ones-wrong/



https://getlighthouse.com/blog/how-team-achieve-goals/

https://www.linkedin.com/pulse/10-common-ways-lose-good-employees-jason-evanish


The 3 Keys to Motivating & Retaining Your Team

Jason EvanishFounder, GetLighthouse.com

June 26, 2015

Appendix


Engagement impacts your business



More feedback improves performance


“You can see a straight-line correlation between employee engagement and overall effectiveness of their supervisors”

Source: Harvard Business Review “How Damaging is a Bad Boss, Exactly?”

The better the leader, the more engaged the team.

https://hbr.org/2012/07/how-damaging-is-a-bad-boss-exa/




Source: The Gallup Organization, “Employee Engagement, Satisfaction, and Business-Unit-Level Outcomes: A Meta-Analysis”

86%

Higher success rate on customer metrics

78%

Better Employee Retention

63%

More Productive

44%

More Profitable

103%

Better Injury & Sick Day Rate

Engaged employees drive results.

http://www.nova.edu/ie/ice/forms/meta_analysis_july_2003.pdf

Jason @Evanish GetLighthouse.comLearn more from Michael on one-on-ones at: http://bit.ly/doineed1on1s

“A company lives or dies by:

• Getting the best people to join the company

• Keeping them engaged & productive

• Making great decisions about what these people should work on

A manager has only a few tools in her arsenal to do these, and 1-1’s are perhaps the most powerful.”

Michael Wolfe Founder of Pipewise & Vontu, angel & advisor