Recorded webinar: http://slidesha.re/1dBAjZG
Subscribe: http://www.ksmartin.com/subscribe
To purchase the book: http://bit.ly/TOObk
Organizations who deliver consistently high levels of performance have significantly higher levels of employee ENGAGEMENT than those that don't. From the moment a new hire walks through your company's door, you have the opportunity to engage them or not.
In this webinar, you'll learn how to establish the climate that enables engagement and how to view onboarding, improvement, and problem-solving through an engagement lens, boosting organizational performance along the way.
2. Founder, Karen Martin & Associates, LLC
(1993)
Lead Lean transformations in the service
sector and office areas within manufacturing
Teaches at University of California, San
Diego’s Lean Enterprise program
Email: karen@ksmartin.com
Twitter: @karenmartinopex
Facebook:
www.facebook.com/karenmartinassoc
Karen Martin,
Principal
July 2012
3. 2012 Webinars
Date Topic
March 22 The Outstanding Organization: The Power of Clarity
April 5 The Outstanding Organization: The Power of Focus
May 3 The Outstanding Organization: The Power of Discipline
May 17 The Outstanding Organization: The Power of Engagement
All recorded webinars are available at www.vimeo.com/karenmartinassoc and
all materials are available at www.slideshare.net/karenmartin2.
Release Date: July 6, 2012
(McGraw-Hill)
Available for Preorder:
www.bit.ly/km-too
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9. • World-class organizations - ratio of
engaged to actively disengaged
employees is 9.57:1.
• Average organizations, ratio of
engaged to actively disengaged
employees is 1.83:1.
― Gallup
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14. “To be fully engaged, we must be
physically energized, emotionally
connected, mentally focused and
spiritually aligned with a purpose
beyond our self-interest.”
— Jim Loehr & Tony Schwartz,
The Power of Full Engagement
14
15. “… focused energy, evident to
others in the display of…
persistence directed toward
organizational goals.”
— William Macey, Benjamin Schneider, et. al,
Employee Engagement
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21. To what degree do new hires receive all of the
tools and information they need to function
effectively on day one?
70.0% 63%
60.0%
50.0% 44%
Before initial round
40.0% of improvement
30.0% 23% After initial round of
improvement
14%
20.0%
10.0%
0.0%
Always, Sometimes Rarely, Never
22. Onboarding – Missing Pieces
• Tools
– Physical (e.g. desk, etc.)
– Technology (e.g. phones, computers, physical access,
access to applications needed, logins, etc.)
– Identifiers (e.g. signage, business cards, etc.)
• General information
– Company (e.g., customers, values, business goals, etc.)
– Org charts
– Phone directories
• Job-specific orientation
– Documented procedures (standard work)
– Apprenticeship approach: Observe, do with supervision, do
– Clear understanding about what constitutes “success.” 22
27. Kaizen Event – Definition
A two- to five-day focused improvement
activity during which a sequestered,
cross-functional team designs and
implements improvements to a defined
process or work area, generating rapid
results and learned behavior.
Karen Martin & Mike Osterling
The Kaizen Event Planner
27
29. “I went home yesterday and told my
family that it was one of the best
working days I’ve ever had.
I was able to fully use my
capabilities for three days.”
— Fred Valenzano, Professional Engineer
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34. Where to Start?
• Improve your onboarding process.
• Train a core group of middle managers
and/or above in problem solving and
improvement coaching.
• Transition your dedicated improvement
professionals from “do-ers” to “teachers.”
• Hold a few kaizen events each year to build
new behaviors.
• Never, ever make process improvement
without deep involvement of the people who
actually do the work.
• Advocate the truth that people aren’t the
problem – systems are.
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36. For Further Questions
Karen Martin, Principal
7770 Regents Road #635
San Diego, CA 92122
858.677.6799
ksm@ksmartin.com
Twitter: @karenmartinopex
Monthly newsletter: www.ksmartin.com/subscribe
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