April 23 - 25, 2019 - PowerPoint Presentation

April 23 - 25, 2019 Taking the Lead! Managing and Motivating Employees: Karl B. Manrodt, Ph.D. Georgia College

Where Are We Going? BackgroundFeel your painLet’s work it out! Time to share 2

A Quick Bio Professor at Georgia CollegeSince January 201515 years at Georgia Southern Prior to that at the University of Tennessee Director of the Master of Logistics and Supply Chain Management Served as a Department Chair 3

Hiring Is Easy! Structural issuesWho we areWhere we are Tight market Logistics faculty in high demand Recent faculty member left for 60% pay increase Current salary offering is ~15% lower than market Hiring as a department chair Two new marketing faculty addedAlso below market salaries, with little increase in salaries in coming years“Merit” raises 4

Where To Begin? ObtainFind the right people for the jobHas to be a cultural fit This is the most important step in the process Train Here today Making opportunities for advancement available Give them room for growth RetainKeep the best peopleCould be in your department or elsewhere in state / local government 5

Let’s Work It Out!Obtain……… What are you doing to make sure you are hiring the right people? What resources did you use? Where did you look for people to interview? How did you advertise the position? Where are you going to find these individuals? What resources were beneficial? How did you network?What questions are you asking to validate the candidate’s fit?What did you do to better understand the person you interviewed?Who else can be involved in the hiring process? How many people at the office met with candidates? 6

Let’s Work It Out!Obtain Thoughts What are you doing to make sure you are hiring the right people? Make sure you are matching expectations / salary with candidate pool Are you better off looking for experience versus new entrants to the labor pool? Where are you going to find these individuals? Friends Co-workers What questions are you asking to validate the candidate’s fit?What motivates the person you are interviewing?Can you motivate them using the tools at your disposal? If money matters, they may not be a fit for a government position! Who else can be involved in the hiring process? None of us is as good as all of us! (Ray Kroc) 7

Let’s Work It Out!Train……… What are you doing to make sure you are training the right people? What training do they want? What training do they need? How are you getting new hires involved in decision making / personal growth? 8

Let’s Work It Out!Train……… What are you doing to make sure you are training the right people? Where are there issues / bottlenecks? Is this a training issue? Will training help them (attitude / skills)? What training do they want? When did you ask? Is it realistic?What training do they need?What do they need to be better at their job?What do they need to get promoted? How are you getting new hires involved in decision making / personal growth? 9

Let’s Work It Out!Retain……… What are you doing to keep the right people? Where else can they go in your organization? What benefits do they derive from working with you / in your department? What are you doing to highlight their efforts and accomplishments? 10

Let’s Work It Out!Retain……… What are you doing to keep the right people? Training Recognition ‘Thank you’ Where else can they go in your organization? Do they see you as interested in them as a person? Are you investing yourself into their lives to help them be better?What benefits do they derive from working with you / in your department?How loyal are your co-workers What are you doing to highlight their efforts and accomplishments? Do you easily and quickly minimize your efforts and highlight them? 11

What Am I Going To Do Differently? Write down three things you are going to do this next week to help you manage your people more effectivelyBe specific Have short term and long term ideas 12 When you are done, let’s share our action plans!

A Word of Encouragement Change the people, or change the people Kate Vitasek 13