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Culture Hacker : Reprogramming the Employee Experience.
HACK YOUR WORKPLACE CULTURE FOR GREATER PROFITS AND PRODUCTIVITY "I LOVE THIS BOOK!" --CHESTER ELTON, New York Times bestselling author of All In and What Motivates Me "When companies focus on culture, the positive effects ripple outward, benefiting not just employees but customers an...
| Clasificación: | Libro Electrónico |
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| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Newark :
John Wiley & Sons, Incorporated,
2017.
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| Temas: | |
| Acceso en línea: | Texto completo |
Tabla de Contenidos:
- Culture Hacker; Contents; Introduction: The Journey from Customer Experience to Employee Experience; 1: Culture: More Than Just an HR Thing; How Culture Determines the Customer's Experience; How Culture Determines Employee Performance; How Culture Determines Employee Retention; 2: Values: Not Some Philosophical BS; Philosophical Bullshit; Values Describe How Work Gets Done; Values Guide Decision Making; 3: Selection: The Right Fit over a Warm Body; Begin with Job Fit but Shift Quickly to Cultural Fit; Use Behavioral Interview Questions; Use Group Interviews.
- Add an Activity-Based Component to the InterviewComplete Those Reference Checks; 4: Orientation and Onboarding: Your Sink-or-Swim Strategy Is aTerrible Waste of Talent; A Memorable Orientation Experience; 1. Introduce Your Brand; 2. Define and Showcase Your Customer Experience and Expectations; 3. Give a History Lesson; 4. Introduce Values; An Effective Onboarding Process; 1. Who Is Going to Train?; 2. Where Will Training Be Provided?; 3. When Will Training Happen?; 4. What Is Going to Be Taught?; 5. How Will We Get Feedback?
- 5: Performance Management: How We Fail to Maximize Our Employees' Abilities and TalentsDefining Performance; Performance Enablement; Training; The Tools to Do the Job; The Right Information; Performance Empowerment; 6: Coaching: Giving Feedback, the Most Misunderstood and Poorly Executed Leadership Task; Effective Informal Feedback; The Importance of Trust; Feedback Must Be Timely; Feedback Must Be Fair; Feedback Must Be Consistent; Feedback Must Be Balanced; The Culture Hacker Informal Feedback Model; Effective Formal Feedback; The Performance Appraisal.
- 7: Strategy, Scores, and Plans: The Real Reason Your People Are Not EngagedEducate Everyone on Company Objectives; Get and Share Feedback and Results; Get the Team Involved; 8: Recognition: It's Time to Stop the Meaningless and Mundane Awards Process; The Case for Better Recognition; A Meaningful and Lasting Recognition Program; Base the Recognition on Performance; Recognize the Individual and the Team; Offer Rewards That Matter; Make Peer-to-Peer Recognition Easy; Be Consistent; 9: Tough Conversations and Decisions: Why We Have People Who Would Be Better Off as Customers than Employees.
- Identify Who Needs a Tough Conversation and Who Needs to GoHaving the Tough Conversations; Making the Tough Decisions; 10: Career Development: It's at the Heart of Long-Term Employee Commitment, Yet No One Is Doing Anything about It; The Benefits of Investing in the Careers of Your Current Team; Career Development Must Be Organizationally Supported; Career Development Must Be Manager Enabled; Career Development Must Be Individually Driven; 11: Communication: Why One Size or One Way Doesn't Fit All; Communication Is All about Understanding; Communicating Effectively When Speaking.