engagement and future of work
TRANSCRIPT
SD Worx Thesis Award 2011
... |
Engagement is a major key to future success
GLOBALISATION INDIVIDUALISATION HUMANISATION DEMOGRAPHICS CONTINUOUS CHANGE
How can you make your organisation
and your employees more
productive?
What really motivates every individual
employee?
How can you create commitment
and solidarity?
How can you promote and retain the talent in your
organisation?
How can you align your employees with your organisation’s
vision and objectives?
Context |
Win-WinSustainableEmployer Employee
Value creationInnovation
ContinuityProductivity
Results
Competitiveness
Meaning
Self development
Recognition
Passion in job
Work-Life Balance
Labor marketGlobal EconomyIndividualisation
Context |
0 15 30 45 60
Stimulator
Innovator
Mentor
Pilot
Mediator
Coordinator
Productor
Controller
None
Social Architects
— What roles are still too few in your organization for optimal performance?
Leadership |
0 15 30 45 60
Stimulator
Innovator
Mentor
Pilot
Mediator
Coordinator
Productor
Controller
None
Social Architects
— What roles are still too few in your organization for optimal performance?
Building teams, Optimising collaboration, Using participative decision-making, managing conflict
Leadership |
0 15 30 45 60
Stimulator
Innovator
Mentor
Pilot
Mediator
Coordinator
Productor
Controller
None
Social Architects
Living with change, Thinking creatively, Creating change
— What roles are still too few in your organization for optimal performance?
Leadership |
0 15 30 45 60
Stimulator
Innovator
Mentor
Pilot
Mediator
Coordinator
Productor
Controller
None
Social Architects
Understanding self and others, Communicating effectively, Developing subordinates
— What roles are still too few in your organization for optimal performance?
Leadership |
0 15 30 45 60
Stimulator
Innovator
Mentor
Pilot
Mediator
Coordinator
Productor
Controller
None
Social Architects
Visioning, Planning and goal-setting, Designing and organising, Delegating effectively
— What roles are still too few in your organization for optimal performance?
Leadership |
Engagement, more than satisfaction |
61%
17%22%
dissatisfied satisfied engaged
Source: SD Worx – Engagement Study ©
Engagement, more than satisfaction |
61%
17%22%
dissatisfied satisfied engaged
Source: SD Worx – Engagement Study ©
Engagement, more than satisfaction |
61%
17%22%
dissatisfied satisfied engaged
Source: SD Worx – Engagement Study ©
Turn your employees into intrapreneurs who initiate change
(Re)vitalising HR
Employee Value
Org
anis
atio
nal V
alue
Inflexible people
Agile people
Initiative people
Transforming HR
Make your employees agile to cope with changes
Step 1
Step 2
... |
EsteemOpportunities for growthMission, vision & strategyCultureSupportSocial environmentWorking conditionsComp & benJob security
Impact on engagement
Scor
es ite
ms
Job
Source: SD Worx – Engagement Study ©
Impact on Engagement |
Engagement drivers |
Satisfaction basics Engagement drivers
Do what they are asked to doFulfill expectations
Voluntarily make extra effortsAre involvedAre passionateOffer added value
Satisfied employees Engaged employees
Stronger customer relationsEngaged employees maintain much better relations with your customers. They consider the communications with and understanding of customers to be excellent in no less than 98% of all instances.
1
Customer relations are rather bad Customer relations are rather good
93%
98%2%
7%
66%34%
engaged
satisfied
dissatisfied
Source: SD Worx – Engagement Study ©
Intends to stay with the organisation for a long, indeterminate period
Is looking for another employer
Is actively looking for another employer
31%47%
14%Dissatisfied
Satisfied
Engaged
87%17%
3%
98%6%
2%
Loyal builders of the futureEngaged employees have no intention to leave the company. At the same time you ensure that your investment in your human capital bears profit in the future and that your organisation's continuity is assured.
2
Source: SD Worx – Engagement Study ©
Engaged employees are 50% more
productive than colleagues who are
not engaged
ProductivityEngaged employees perform better. Growth and engagement go hand in hand.
3
10% 50% 40%
dissatisfied satisfied engaged
+13% increase in productivity
40% 50% 10%
dissatisfied satisfied engaged
2.83.3
4.3
Sick leaveDissatisfied employees are sick twice as often as engaged employees
number of sick days annually (short-term)
Source: SD Worx – Engagement Study ©
Lower costsEngagement also offers advantages on the expenses side. Dissatisfied employees are absent twice as often from work as their engaged colleagues and have a substantially greater intention to leave the company. The costs of absenteeism and employee turnover are huge and therefore an even bigger reason to develop engagement.
4
engagedsatisfieddissatisfied
Traditional organisation
Innovative organisation 24%69%7%
47% 50% 3%
Innovation & optimisationEmployee engagement drives innovation and optimisation. It is no surprise that in traditional organisations the number of engaged employees is 8 times less than in innovative organisations.
5
Source: SD Worx – Engagement Study ©
Organisation with bad reputation and image
Organisation with good reputation and image
22%68%10%
53% 45% 2%
engagedsatisfieddissatisfied
Image & reputationAnd finally, engaged employees help you build your image. They will actively promote their organisation in their own surroundings.
6
Source: SD Worx – Engagement Study ©
Autonomy
by minimizing hierarchical structures and rules
Organising work matching individual strenghts and organisational objectives
Strength Based Workdesign
Amplifying collaboration by stimulating dialogue, interaction and knowledge sharing
Collaboration
A Future of Work... |
A business philosophy that emphasizes employee trust and autonomy as an alternative to hierarchical command and control management. Additionally, the philosophy views customers and business partners as trusted components of the organization, not as external constituents.
The philosophy should be supported by appropriate organizational design, culture, business process, and technology strategies and investments.
«Social Business»
Frédéric WilliquetHR Managing [email protected] @fredericw
Prof. Dr. Luc DekeyserDirecteur Kenniscentrum
[email protected] @lucdekeyser