1. -0- ‘EMPLOYER OF CHOICE’ A simple proposition Damian Byers Director – People, Learning & Culture UnitingCare Ageing

2. -1- THE STRATEGY IS ‘TALENT’ Bus Process Re- engineering Lean production TQM Activity Based Costing De-layering Culture re- generation programs ‘The war for talent’ McKinsey, 1997

3. -2- ‘TALENT’ DESCRIBES THE CONNECTION BETWEEN ABILITY AND THE REQUIREMENTS OF THE JOB Talent is the naturally recurring patterns of thought, feeling, or behaviour that can be productively applied. For the bottom 50 th percentile of performers in a work group, training does not improve performance.

4. -3- THE ELEMENTS THAT PREDICT PERFORMANCE Talent Knowledge Skills Experience Speed Productivity & Precision Longevity

5. -4- TALENT WILL CHOOSE THE BEST PLACE TO WORK What others say to others about us What we say to others about us yesterdaytoday Focus on external agencies: promotion of awards and recognition Focus on staff: internal ‘Brand Ambassadors’

6. -5- MAKE THE CONTRACT CLEAR… Q12. Opportunities to learn and grow Q11. Progress in last six months Q10. I have a best friend at work Q09. Coworkers committed to quality Q08. Mission/Purpose of company Q07. At work, my opinions seem to count Q06. Someone encourages my development Q05. Supervisor/Someone at work cares Q04. Recognition last seven days Q03. Do what I do best every day What do I get? What do I give? Do I belong? How do we grow? Q02. I have materials and equipment Q01. I know what is expected of me at work Gallup Consulting

7. -6- …AND HOLD MANAGERS ACCOUNTABLE FOR DELIVERING Select managers for natural managerial ability Provide effective, structured development & coaching Hold managers accountable for driving performance and building engagement

8. -7- FINALLY, FOLLOW THESE THREE STEPS Secure talent Hire more people who will naturally behave like your best producers. Build a recruiting and hiring system that will attract and identify such people. Build a great workplace Be sure that your managers are contributing to the productivity, retention, and growth of the people they lead. Measure your managers on the strength of the workplaces they build and maintain. Focus on the client Make sure that it is not only our employees, but also our clients, that are our best advocates. Define outcomes from the client’s perspective, and reward managers and teams that deliver. The path to sustainable success