Volume 5
AUGUST 2018
MUTUALLY
INCLUSIVE LEADING INTROVERTS AND EXTROVERTS CHALLENGES AND OPPORTUNITIES
Growth Advantage Deferred Shares
Internal Customer Satisfaction Survey Reveals Important Info
STRONG INTEGRATED FINANCIAL GROUP • MODERN MUTUAL • EMPLOYER OF CHOICE • MODEL CORPORATE CITIZEN
MESSAGE FROM THE EDITORS H
i Team! Thanks so much again for your kind feedback to last month’s publication. This month, our lead story focuses on introverts and extroverts and the different ways they function, particularly in the workplace. When we better understand each other, our interactions will inevitably improve. We hope you find some useful info in the story and encourage you to share your own experiences with us. We also have some back-to-school tips to help all our Team Members who are parents or guardians navigate the fast-approaching new school term. You’ll also find information on the recent Internal Customer Satisfaction Survey that will help you put the results to good use. We also have some news on a new fundraising policy that we’re sure you’ll find interesting. As always, feel free to share feedback or offer suggestions. You may email us at VMCorporateAffairs@myvmgroup.com. Enjoy!
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– Clover & Dayton Coordinator: Robert Lalah, Group CAC
Leading Introverts and Extroverts – Challenges and Opportunities
5 Are you satisfied? Internal Customer Satisfaction Survey reveals important info
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Back to school tips!
7 Growth Advantage Deferred Shares – Let’s do this!
CONTENTS
LEADING INTROVERTS AND EXTROVERTS – CHALLENGES AND OPPORTUNITIES
Aand grow. You’ll face a few hurdles in the hh, the workplace. It’s where you labour, learn
THERE IS NO SUCH PERSON AS A PURE INTROVERT OR EXTROVERT. SUCH A PERSON WOULD BE IN THE LUNATIC ASYLUM. – Carl Jung
process and one of them is dealing with different temperaments. Knowing how to handle these different temperaments is key, and will greatly impact your experience at work. We sourced some useful information to help you in the process. Most employees fall into two main categories – Introverts and Extroverts. There are also Ambiverts who exhibit some tendencies from the other two categories. They each have their own strengths and weaknesses and need proper leadership in order to be their most productive, their happiest and to work well with others. The major factor is arousal. Extroverts generally get more energy from a stimulating environment Introverts generally get more energy from a less stimulating environment Ambiverts exhibit both tendencies, depending on the environment. VM MUTUALLY INCLUSIVE
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Research shows that extroverts and introverts have different skills and tendencies. And there are different positions in which the temperaments feel more comfortable.
RULES FOR LEADING INTROVERTS DO »» Give them advance notice
SKILLS Rules for leading Introverts: Memory, Planning, Problem-solving, Motor Control, Self-Regulation Rules for leading Extroverts: Processing new information, Applying new knowledge quickly, Talking more abstractly, Risk-taking
»» Help them find a partner/small group »» Teach them new skills privately DON’T »» Publicly reprimand them »» Demand instant answers »» Interrupt them
HABITS Introverts are likely to make practical clothing choices while extroverts may lean towards flashier outfits. Introverts are more inclined to focus on long-term gratification while extroverts focus more on instant gratification.
»» Try to make them extroverts RULES FOR LEADING EXTROVERTS DO »» Compliment them publicly »» Allow them to talk things out »» Offer them options »» Accept exuberance DON’T »» Force them away from others »» Deflate their excitement Introverts and extroverts are very different but when they work together, magic happens. Research shows that mixing extroverts and introverts makes a better team. It’s important however to avoid chaotic brainstorming sessions as this tends to alienate both temperament types. Just remember that team work makes the dream work and as we say at VM, Together Wi A Winna! I TRUST and COLLABORATE with teams to WIN and advance VM’s Purpose. *Some information in this article was sourced from dailyinfographic.com
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ARE YOU SATISFIED? INTERNAL CUSTOMER SATISFACTION SURVEY REVEALS IMPORTANT INFO
THIS IS WHERE ‘TOGETHER WI A WINNA’ IS MOST CRUCIAL. WHEN WE SERVE EACH OTHER WITH EXCELLENCE, IT’S A WIN FOR ALL Team, the results of the recent Internal Customer Satisfaction Survey were recently shared with us. These results can be very useful in helping us improve our service and overall performance. Mutually Inclusive reached out to Denise Williams, Manager – Group Customer Experience for some insight on the survey.
MI: Were you pleased with the level of participation? We were pleased with the level of participation and anticipate that as our Team Members continue to understand and appreciate the value of this type of feedback the level of participation will be even better. MI: What are three important things revealed in the results? »»
We have support teams that are providing excellent service to their internal customers
»»
There are opportunities for improvements for other teams
»»
Team Members appreciate the opportunity to share feedback
service
MI: How should Team Members use the info from the survey going forward? »»
Use the feedback to make improvements to service delivery to their internal customers
»»
Reach out to their internal customers for suggestions and recommendations on how to improve
»»
Congratulate and celebrate with the teams that scored high and seek to benchmark against them
»»
Use the information to set targets to win the internal Service Excellence Award VM MUTUALLY INCLUSIVE
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BACK TO SCHOOL TIPS!
01 S C H E D U L E
02 K E E P T H E L I N E S 03 S TAY F L E X I B L E
T I M E F O R YO U R FA M I LY
O F C O M M U N I C AT I O N OPEN
We schedule time for meetings and other tasks while at work. And that may sound simple, but it can be hard to schedule time for your personal life. You’ve got to find a manageable amount of time to stay involved in your children’s lives. You can consider things like volunteering in the classroom once a month and be part of occasional field trips when possible. Also, make the most of those early-morning trips to school. Make it a screen-free time for your children and talk to them. Those conversations in the car every morning are precious and you’ll remember them long after your children have become adults.
When work gets really busy our children know. Without even thinking, we probably go home and complain about how stressed we are, right in front of them. What you don’t want is for them to think that you are too busy to handle a problem they may be having. They may think that they can’t bother you with their problems because you are already overburdened. Let your children know that no matter how stressed or busy you are, you always have time for them and that they can share any problem they are having. They need to know that you are always there for them.
Of course you know the popular term ‘work-life balance’, which implies an equal weight between work and life at all times. But that’s often not realistic in today’s world. A new phrase that’s gaining popularity is ‘work-life integration’. Yes, you may need to leave the office early to pick up your children from school, but you also may need to answer emails at 8 p.m. Be open and flexible with your leaders and colleagues. There are ways to be successful with work and family commitments if you’re flexible.
04 D O N ’ T B E S TA G N A N T When you’re in the middle of the madness of managing work and family, it’s easy to put your needs on the back burner. Your children aren’t the only ones who should be growing. Don’t remain stagnant. Write down your personal goals and work towards them. You may want to learn a second language, or improve your fitness. Whatever it is, go for it. Improving yourself will only benefit your career performance and your family life. *Some information in this article sourced from www.entrepreneur.com
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Source: PILtools
VM NEWS IN BRIEF
VM Group High Level HREI Results
H R E I WAV E 2 R E S U LT S N O W AVA I L A B L E
Othe VM Group 2018 HREI results n April 30, 2018, we communicated
for Survey Wave 1 and outlined the Group’s High Level HREI Results. The Wave 2 results are now available and in the coming days, your Leaders will be sharing those results with you, with a view to reviewing and updating your branch/department action plan by September 17 2018. For the VM Group, the 2018 results for Wave 2 conducted in July are as follows: »» VM Group HREI Score: 72% »» VM Group Participation Rate: 82%
We thank you for your continued participation in completing the survey and in the action plan development process. Working together to achieve our HREI targets is integral to our Employer of Choice strategic goal.
2018 Trending
HREI 2018
HREI 2017 AVG
Wave 2
Wave 1
AVG
Culture
79%
79%
79%
Employee Value Position
75%
75%
76%
Opportunity
73%
73%
73%
Rewards & Recognition
65%
65%
65%
Work Life
69%
69%
69%
Leadership
73%
74%
73%
Engagement
72%
72%
72%
NEW FUNDRAISING POLICY
Aallows all units to raise funds towards team building new fundraising policy has been approved which
activities. This new policy will bring many benefits, including: »» More frequent and meaningful team building activities »» Builds team spirit and camaraderie
There’s a lot more that you need to know. Look out for more info coming from Group HR.
Are you offering and seeking feedback daily? VM MUTUALLY INCLUSIVE
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GROWTH ADVANTAGE DEFERRED SHARES – LET’S DO THIS! O
n Monday, August 27 we launched the 2018 Growth Advantage Deferred Shares offer. This is in keeping with our strategic business objective of being a Strong Integrated Financial Group. The target for the offer is J$1.5 Billion (in new funds) to be achieved by October 31, 2018. The offer will remain open from August 27 to October 31, 2018; however, the offer will close early if the target is achieved prior to October 31, 2018. The minimum investment required to open a Deferred Shares account is J$150,000 in new funds, with incremental increases of J$5,000. The interest rate will be fixed at 6.50% for the 5 years. As with all VM instruments, interest will accrue daily on each Deferred Shares account and will be paid at the end of each calendar quarter: March, June, September and December until maturity. As we work to achieve the J$1.5 Billion target for this offer, we urge you to demonstrate the VM Accountability Starts With Me, Results Focused and Together ‘Wi A Winna’ Cultural Beliefs by putting your energy into providing our Sales Team with referrals. For additional information, Team Members may contact the following persons: Conroy Rose
876-276-5031
Andrew Williams
876-926-0484, ext. 5416
Suzette Ramdanie-Linton
876-564-1826
Simone George-Davey
876-564-1982
Team, we can do it if we work together.
NOW, LET’S GO! COMING SOON! STAFF CASH SALES INCENTIVE! LOOK OUT FOR IT! 8
VM MUTUALLY INCLUSIVE