Make the workplace a more motivating environment A

Make the workplace a more motivating environment- A fun place to work Philip Berry Vice President & Corporate Officer Colgate Palmolive

Is work supposed to be fun? ? ? THE CRITICAL QUESTION IS THIS:

We spend 8 -12 hours a day at work…. . that’s equivalent to 1/3 -1/2 of our lives!

So if we are not having fun, we should at least make it worthwhile!!

From whence comes Fun? It comes from: l l l l Being satisfied Getting our needs met Doing something that turns pain to joy Ease of accomplishing a difficult task An experience that fulfills the senses Enjoying the moment Divine moments of sheer exhilaration!

We like to repeat things that are fun!

Fun is a fundamentally motivating phenomena!

Maslow’s hierarchy of needs states Self actualization achievement Belonging Hygiene Factors: Safety/security

David Mc. Clelland: Our behavior is shaped by the need for: l Achievement l Affiliation l Power

No matter which theory you embrace… l We want people to be motivated to repeat behavior which fulfills and exceeds organizational goals l They will do this if they are also meeting their needs in return!

Operations In Over 80 Countries

PRODUCTS SOLD IN 223 COUNTRIES

GLOBAL SALES North America 24% 76% Non-North America

Global External Challenges l Shortage of skilled talent because of competition for resources

Global External Challenges l Best talent is harder to find and challenging to keep

Global External Challenges l Every region of the world has its own unique diversity challenges

Global External Challenges l Younger talent has higher expectations of what the work place should offer

Most Critical Diversity Challenges are handling issues of: l l Men and women in the workplace Different generations in the workplace

Need to incorporate understanding of differences in outlook, values and work style!

Global Values Caring Global Teamwork Continuous Improvement

Need More than Values Need a Process and Conceptual Framework

Challenging Assignments Leadership Development Continuous Learning Global Human Capital Development Recognition Coaching and Feedback Reward/ Pay Retention

6 Keys to Success l Make Leadership Development a Priority l Give them Challenging Assignments l Institute Coaching and Feedback l Give them Continuous Learning l Develop Retention Strategies l Recognize Contributions

Keys to Success: l Make Leadership Development a Priority

Top Priority Develop and Retain Next 2 -3 Generations of Colgate Leaders

Identify Leaders Early in Career “if you want 1 year of prosperity, grow grain; if you want 10 years of prosperity grow trees; and if you want 100 years of prosperity…grow people!” Chinese proverb.

Strategy to Select Leaders l Leadership Competencies l Technical Competencies

Strategy to Select Leaders l Career Tracks & Progressive Assignment

Strategy to Select Leaders l MOVE PEOPLE GLOBALLY, NOT JUST BACK TO U. S. l GLOBAL CAREER IS THE PREFERRED PATH TO THE TOP

How We Identify Leaders The Global Succession Planning process occurs at all levels. . rolled up from the bottom and calibrated at the top

Personal Information Strengths and Development Needs Next Two Moves Performance Ratings Managing With Respect Development Actions Work History and Education Potential Successors

Keys to Success: l Give them Challenging Assignments

Assigning Challenging Work l Promote best talent early and often l Plan next two assignments within five years l Give a sequence of stretch assignments to promote growth

Assigning Challenging Work l Select jobs to balance development Have High-Growth Market Small Subsidiary Field Experience Need Developed Market Medium/Large Sub Global

Visibility Plans for Best Talent l Exposure trips with Senior Managers l Present at Budget Reviews, Senior Staff meetings, etc. l High-impact projects/taskforces l Short-term Broadening Assignments l Consistent feedback

Keys to Success: Give them Coaching & Feedback

Providing Constructive Feedback l Annual Performance Review l Individual Development Plans (IDP) l 360º Feedback l External Executive Coaching-Global Network l Mentor /Buddy System

Keys to Success: l Give them Continuous Learning

Continuous Learning l Global Curriculum Geared To Increasing Leadership Competencies & Technical Competencies

Global Leadership Competencies l l l l Self. Awareness/Personal impact Relationship Building Team Building Inclusive Leadership Managing People Communicationwritten/oral Influence/Negotiation l l l l Innovation Strategy/Vision Business/Global Perspective Consumer/Customer Focused Planning/Priority Setting Results Oriented Analytical/Decision Making Managing Ambiguity

Global Leadership Competencies l l Required & mandatory, not discretionary Required for advancement Evaluated in performance assessment Rewarded when practiced

Keys to Success: l Develop Retention Strategies

RETENTION PROGRAMS

Classic Retention Tools l Base pay at 75 th percentile of the market l Use of Stock Options and Restricted Shares based on performance l Reasonable Perquisites l Fit your compensation to the local market

Its not all about money!

War on talent study states that the supervisory relationship is the most critical element in retaining people!!!

Keys to Success: l Recognize Contributions

Recognize Contributions l Numerous ways to recognize positive behavior but consider the local cultural elements l From individual momentos to team based rewards, The key is to reinforce the behavior you desire to be repeated! l Just say “ Thank You”

If you do these things will your work place be a more motivating workplace, …a more fun place to work? ? ?