unfortunately for many companies this
sign now represents a cry for help
for the last 15 years I’ve hired
hundreds of thousands of people for
hundreds of organizations and for many
of them the problems are all the same no
matter whether you’re hiring the
entry-level executive level employee or
a high-level executive companies are
having a hard time finding and keeping
good people and we all know the answer
right people just don’t want to work I
mean we’ve all said it right and so when
I think about these people that don’t
want to work I think about the
organization as being deflated so what
do we do with this flat organization
with these flat people that just don’t
want to work well for some companies you
bring in a guy like me right and we
charge up the workforce and we say if we
charge them up maybe they’ll work this
time but jumper cables don’t fix a flat
tire for other organizations you say I
tell you what will fuel the organization
with better compensation and better
benefits but the company down the street
planes in the other quarter and it
walked right out of the door because gas
doesn’t fix a flat tire
maybe we’ll just get rid of everybody
and so I’ll call it a tow truck and
that’ll fix them and I get them on the
line and I said get me a new workforce
pronto
but the organization still remains flat
you see I’m standing in the red circle
today because I have the answer to the
problem I have the answer to the million
dollar question why don’t want people
want to work lean in the reason people
don’t want to work is because they don’t
you see the truth is people don’t quit
companies they quit their bosses and the
sad truth is that many organizations are
running from this hard truth but we all
know it and so what do we do about it
what do we do about the fact that we are
deflating the development of our people
well that’s why you’re here today
because the three things that you must
recognize before you can fix your flat
organization and your flat culture and
really inflate your organization to get
productivity that you desire the first
thing that you must do is realize that
people aren’t products I know that’s
that sounds like it’s a very simple
answer but the truth is is that many
people treat people many companies treat
people like products and so we get a
product then right and we scan it and we
put it in the SA P and we put it on the
Shelf and the widget does exactly what
we want it to do and if it doesn’t do
what we wanted to do we send it back to
the supplier but I got news for you
they’re not creating any more people and
so you can’t just send people back you
can’t just kick them back out to the
workforce what people you have to
connect with them and if you don’t
connect with them with their hopes and
their dreams and their desires and what
they want for their futures you’ll never
get the productivity that you desire as
a result a recent Gallup poll indicated
that 51% of employees are looking for
another job
actually person next to you is it you
the other thing that we have to realize
is that people are programmed for
progress and that’s important to us
because if people feel like they’re not
going anywhere in your organization
they’ll simply just go elsewhere that
same Gallup poll indicated that 28% of
Millennials
feel feel like they’re fulfilled in
their work that means the rest of them
feel like they come to work every day
and they get nothing out of it
Millennials are now one of the largest
groups in the workplace and that
turnover last year long cost companies
thirty point five billion dollars how do
you make profits like that the next
thing we have to realize is that people
persist in their passions what
frustrates me about companies is that
give all of these personality
assessments the myers-briggs the
predictive index the Wonderlic the kut’r
preference test the gala strength
assessment trying to figure out who they
are and then once they get there we
stick that assessment in the drawer we
stick them in a job and say do your work
never trying to figure out what their
passions are never trying to align our
vision in our mission to the core
competencies so some of you’re sitting
there you’re saying I’ve heard all this
before but what do we do about it how do
we fix it I’m glad you asked in the next
few minutes I want to tell you how we
fix it the first thing that you must do
is that you must acknowledge the
indicators you see any time I’ve had a
flat tire driving in my car I realized
that my dashboard told me all about the
pressure I was losing in my tire and for
some of you you’re trying to drive your
organization toward success and you’re
ignoring the indicators of your people
I’m looking at my profits I’m looking at
my performance I’m looking at my
productivity I’m looking at my processes
but I’m ignoring my people and because
you won’t acknowledge the indicators
your organization has become a revolving
door you hire somebody today you blink
and they’re going tomorrow after I
acknowledge the indicators and realize
that that employee survey that I paid
thousands of dollars to get I better pay
attention to it and ask myself the
question how do I fix it then I have to
address the issues and in order to
address the issues we have to get right
down to the heart of the matter because
see for some of you your customer is
going to meet parler instead of your
product you know Paula don’t you Paul is
the lady that worked in the restaurant
that decided it would be cute to write a
racial slur on the customer receipt when
the order went out for delivery so now
your company is paying millions of
dollars because Paula was disgruntled
and made a decision against the company
you don’t want your customers nor Paula
you want them to know about your product
for some of you your customers meant
Paul Paul is the guy that works in the
manufacturing plant and he’s been crying
for weeks about trying to get some
attention so Paula decided I’m not doing
my part today I’m not going to tighten
another
so the product goes out to your customer
you get a big recall now they’ve lost
constant confidence in you they know
Paul but they don’t know your product
these things happen day in and day out
because companies are ignoring their
people what I go to the tire shop to get
my tire fixed they’re three things that
they always do that I want you to leave
here and consider doing the first thing
they do when they fix my tire is that
they rotate them because they realized
that if I don’t rotate the tires the
pressure will be unevenly distributed
and it’ll wear down quickly for some of
you you need to rotate the right people
in the right place and the truth is some
of your leadership needs to be rotated
out because if you don’t do this
rotation your company will be
continually worn down the second thing
that they do is that they always balance
my tires out
you should they make sure that when they
add a new tire they have to balance them
all to make sure that the weight is
evenly distributed for some of you you
taught world life balance but it doesn’t
mean a thing you get them a sandwich
from chick-fil-a and say work through
lunch you have a family they what you
tell them they can’t go kids until they
finish the report we have to have true
work life balance for your employees and
for your company to really flourish
finally what I love about it is they
always make sure that my car is aligned
you see the alignment affects the way
the car is suspended on the tires so
that when the rubber meets the road I
can have a smooth ride for many of you
you have these big mission and vision
statements but the person that’s doing
the work can’t recite it don’t know
anything about it they don’t know the
why behind why they’re there and until
you marry mission and vision with
culture and competency your company can
never truly drive toward success the
last thing that I love about the things
that they do at the tire shop is that
they always assigned the time for
inspection
you see when I leave they tell me you
want to come back in about 5,000 miles
because if you don’t inspect it by that
time you’ll have issues again for many
of you your companies you’ve
acknowledged the indicators you address
the issues but you haven’t inspected
what you expect and when you walk away
from it
your company will get worn down
over and over again for some of you guy
I can see your eyes you’re saying if he
work at my job
has he been peeking in to my
organization you ask yourself the
question what do I do about it I’ve
loved conferences like this before and I
went back to my company I wrote some
notes down I’ve put it in my desk and I
went back to the daily grind you can do
that
or you can do what’s necessary for each
and every one of you you’re a leader in
this room so the question is are you
going to go back to the problems and
continue with the status quo are you
going to do what I know you can and fix
it
[Applause]
[Music]
you [Music]
sign now represents a cry for help
for the last 15 years I’ve hired
hundreds of thousands of people for
hundreds of organizations and for many
of them the problems are all the same no
matter whether you’re hiring the
entry-level executive level employee or
a high-level executive companies are
having a hard time finding and keeping
good people and we all know the answer
right people just don’t want to work I
mean we’ve all said it right and so when
I think about these people that don’t
want to work I think about the
organization as being deflated so what
do we do with this flat organization
with these flat people that just don’t
want to work well for some companies you
bring in a guy like me right and we
charge up the workforce and we say if we
charge them up maybe they’ll work this
time but jumper cables don’t fix a flat
tire for other organizations you say I
tell you what will fuel the organization
with better compensation and better
benefits but the company down the street
planes in the other quarter and it
walked right out of the door because gas
doesn’t fix a flat tire
maybe we’ll just get rid of everybody
and so I’ll call it a tow truck and
that’ll fix them and I get them on the
line and I said get me a new workforce
pronto
but the organization still remains flat
you see I’m standing in the red circle
today because I have the answer to the
problem I have the answer to the million
dollar question why don’t want people
want to work lean in the reason people
don’t want to work is because they don’t
you see the truth is people don’t quit
companies they quit their bosses and the
sad truth is that many organizations are
running from this hard truth but we all
know it and so what do we do about it
what do we do about the fact that we are
deflating the development of our people
well that’s why you’re here today
because the three things that you must
recognize before you can fix your flat
organization and your flat culture and
really inflate your organization to get
productivity that you desire the first
thing that you must do is realize that
people aren’t products I know that’s
that sounds like it’s a very simple
answer but the truth is is that many
people treat people many companies treat
people like products and so we get a
product then right and we scan it and we
put it in the SA P and we put it on the
Shelf and the widget does exactly what
we want it to do and if it doesn’t do
what we wanted to do we send it back to
the supplier but I got news for you
they’re not creating any more people and
so you can’t just send people back you
can’t just kick them back out to the
workforce what people you have to
connect with them and if you don’t
connect with them with their hopes and
their dreams and their desires and what
they want for their futures you’ll never
get the productivity that you desire as
a result a recent Gallup poll indicated
that 51% of employees are looking for
another job
actually person next to you is it you
the other thing that we have to realize
is that people are programmed for
progress and that’s important to us
because if people feel like they’re not
going anywhere in your organization
they’ll simply just go elsewhere that
same Gallup poll indicated that 28% of
Millennials
feel feel like they’re fulfilled in
their work that means the rest of them
feel like they come to work every day
and they get nothing out of it
Millennials are now one of the largest
groups in the workplace and that
turnover last year long cost companies
thirty point five billion dollars how do
you make profits like that the next
thing we have to realize is that people
persist in their passions what
frustrates me about companies is that
give all of these personality
assessments the myers-briggs the
predictive index the Wonderlic the kut’r
preference test the gala strength
assessment trying to figure out who they
are and then once they get there we
stick that assessment in the drawer we
stick them in a job and say do your work
never trying to figure out what their
passions are never trying to align our
vision in our mission to the core
competencies so some of you’re sitting
there you’re saying I’ve heard all this
before but what do we do about it how do
we fix it I’m glad you asked in the next
few minutes I want to tell you how we
fix it the first thing that you must do
is that you must acknowledge the
indicators you see any time I’ve had a
flat tire driving in my car I realized
that my dashboard told me all about the
pressure I was losing in my tire and for
some of you you’re trying to drive your
organization toward success and you’re
ignoring the indicators of your people
I’m looking at my profits I’m looking at
my performance I’m looking at my
productivity I’m looking at my processes
but I’m ignoring my people and because
you won’t acknowledge the indicators
your organization has become a revolving
door you hire somebody today you blink
and they’re going tomorrow after I
acknowledge the indicators and realize
that that employee survey that I paid
thousands of dollars to get I better pay
attention to it and ask myself the
question how do I fix it then I have to
address the issues and in order to
address the issues we have to get right
down to the heart of the matter because
see for some of you your customer is
going to meet parler instead of your
product you know Paula don’t you Paul is
the lady that worked in the restaurant
that decided it would be cute to write a
racial slur on the customer receipt when
the order went out for delivery so now
your company is paying millions of
dollars because Paula was disgruntled
and made a decision against the company
you don’t want your customers nor Paula
you want them to know about your product
for some of you your customers meant
Paul Paul is the guy that works in the
manufacturing plant and he’s been crying
for weeks about trying to get some
attention so Paula decided I’m not doing
my part today I’m not going to tighten
another
so the product goes out to your customer
you get a big recall now they’ve lost
constant confidence in you they know
Paul but they don’t know your product
these things happen day in and day out
because companies are ignoring their
people what I go to the tire shop to get
my tire fixed they’re three things that
they always do that I want you to leave
here and consider doing the first thing
they do when they fix my tire is that
they rotate them because they realized
that if I don’t rotate the tires the
pressure will be unevenly distributed
and it’ll wear down quickly for some of
you you need to rotate the right people
in the right place and the truth is some
of your leadership needs to be rotated
out because if you don’t do this
rotation your company will be
continually worn down the second thing
that they do is that they always balance
my tires out
you should they make sure that when they
add a new tire they have to balance them
all to make sure that the weight is
evenly distributed for some of you you
taught world life balance but it doesn’t
mean a thing you get them a sandwich
from chick-fil-a and say work through
lunch you have a family they what you
tell them they can’t go kids until they
finish the report we have to have true
work life balance for your employees and
for your company to really flourish
finally what I love about it is they
always make sure that my car is aligned
you see the alignment affects the way
the car is suspended on the tires so
that when the rubber meets the road I
can have a smooth ride for many of you
you have these big mission and vision
statements but the person that’s doing
the work can’t recite it don’t know
anything about it they don’t know the
why behind why they’re there and until
you marry mission and vision with
culture and competency your company can
never truly drive toward success the
last thing that I love about the things
that they do at the tire shop is that
they always assigned the time for
inspection
you see when I leave they tell me you
want to come back in about 5,000 miles
because if you don’t inspect it by that
time you’ll have issues again for many
of you your companies you’ve
acknowledged the indicators you address
the issues but you haven’t inspected
what you expect and when you walk away
from it
your company will get worn down
over and over again for some of you guy
I can see your eyes you’re saying if he
work at my job
has he been peeking in to my
organization you ask yourself the
question what do I do about it I’ve
loved conferences like this before and I
went back to my company I wrote some
notes down I’ve put it in my desk and I
went back to the daily grind you can do
that
or you can do what’s necessary for each
and every one of you you’re a leader in
this room so the question is are you
going to go back to the problems and
continue with the status quo are you
going to do what I know you can and fix
it
[Applause]
[Music]
you [Music]
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