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Leading the Workforce    of the Future             Ben Page    Chief E    Chi f Executive, I               ti    Ipsos MOR...
How trusted are we?   Q. “For each, would you tell me whether you generally trust them to tell the truth   or not?”       ...
Challenges are   immense –but some will dobetter than others
Top performers rated best places for staffQ I am now going to ask you to rate [Authority name] as a place to work  compare...
Job satisfaction is higher in better performers  % very satisfied with their present job                            33%   ...
But views on pay are similar everywhere  % strongly agree that my pay is fair                                            2...
Too much bureaucracy everywhere!  % strongly agree there is too much bureaucracy                                          ...
Nice people, interesting work - everywhere% very satisfied with job factors              Excellent          Good          ...
So what is different   in the most   effective??
What seems to distinguish excellentperformers is performance management and listening to staff% very satisfied with job fa...
Staff feel they are kept better informed in           the best…  % strongly agree                         31%             ...
The importance ofnarrative….
Best have more internal cohesion overall% Strongly agree       gy g      I understand my organisation’s                   ...
Excellent-rated Hospitals are better at delivering the Factors that matter% Agreeing that                       Excellent ...
Senior managers matter….  % Disagree       I have confidence in the senior                            Senior management ha...
Some conclusionsYour behaviour matters more thanmoney…moneyMore “unknown unknowns ?      unknown unknowns”?Want reassuranc...
ben.page@ipsos.comben page@ipsos com
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Ben page

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Transcript of "Ben page"

  1. 1. Leading the Workforce of the Future Ben Page Chief E Chi f Executive, I ti Ipsos MORI ben.page@ipsos.com
  2. 2. How trusted are we? Q. “For each, would you tell me whether you generally trust them to tell the truth or not?” % Not trust % Trust Doctors 8 88 Teachers 12 81 Professors 11110 74 Judges 17 72 Scientists 17 71 Clergyman/Priests 20 68 The Police 27 63 Television News Readers 26 62 Social workers 25 60 The ordinary man/woman in 25 55 Civil Servants 34 47 Managers i th NHS M in the 45 40 Pollsters 37 39 Trade Union officials 46 34 Local councillors 57 31 Business Leaders 55 29 Bankers 62 29 Managers in local government 57 26 Journalists 70 19 Government Ministers 74 17 Politicians generally 80 14Base: 1,026 United Kingdom adults aged 15+, 10-16 June 2011 Source: Ipsos MORI/BMA
  3. 3. Challenges are immense –but some will dobetter than others
  4. 4. Top performers rated best places for staffQ I am now going to ask you to rate [Authority name] as a place to work compared with other organisations? Would you rate it as…? % Above average % Average % Below average Excellent 68 27 1 Good G d 55 31 10 Fair 55 29 8 Weak 39 38 14 Poor 20 45 24Base: All respondents (1000). Fieldwork: 12th – 27th May 2005
  5. 5. Job satisfaction is higher in better performers % very satisfied with their present job 33% 33% 30% 30% 23% 18% Overall Excellent Good Fair Weak PoorBase: All respondents (1000). Fieldwork: 12th – 27th May 2005
  6. 6. But views on pay are similar everywhere % strongly agree that my pay is fair 20% 19% % 18% 17% 15% 14% Overall Excellent Good Fair Weak PoorBase: All respondents (1000). Fieldwork: 12th – 27th May 2005
  7. 7. Too much bureaucracy everywhere! % strongly agree there is too much bureaucracy 35% 34% 31% 28% 29% 26% Overall Excellent Good Fair Weak PoorBase: All respondents (1000). Fieldwork: 12th – 27th May 2005
  8. 8. Nice people, interesting work - everywhere% very satisfied with job factors Excellent Good Fair Weak Poor 77% 82%Friendliness of 62%colleagues 81% 74% % 57% 53%Interesting work 52% 51% 54% 46% 46%Working hours 47% 57% 49%Base: 1000 staff interviewed by phone - July/August 2003
  9. 9. So what is different in the most effective??
  10. 10. What seems to distinguish excellentperformers is performance management and listening to staff% very satisfied with job factors Excellent Good Fair Weak Poor 62% 47%Input into job plans 42% 45% 3 % 32% 61%Opportunity to 59%show initiative h i iti ti 44% 42% 39% 46% 34%Feedback on yourperformance 22% 25% 27%Base: 1000 staff interviewed by phone - July/August 2003
  11. 11. Staff feel they are kept better informed in the best… % strongly agree 31% 28% 20% 12% 13% 6% Overall Excellent Good Fair Weak PoorBase: All respondents (1000). Fieldwork: 12th – 27th May 2005
  12. 12. The importance ofnarrative….
  13. 13. Best have more internal cohesion overall% Strongly agree gy g I understand my organisation’s I understand my unit’s overall overall objectives objectives 77% 64% 65% 65% 65% 57% 41% 37% 38% 26% Excellent Good Fair Weak Poor Excellent Good Fair Weak PoorBase: All respondents (1000). Fieldwork: 12th – 27th May 2005
  14. 14. Excellent-rated Hospitals are better at delivering the Factors that matter% Agreeing that Excellent 56%I understand my Good 52%role and how it fits Fair F iinto the bigger 47%picture Weak 34% Excellent 38%Senior managers Good 35%care about me andmy work Fair 32% Weak 28% Excellent 59%I am able to realise bl t li Good 54%my potential Fair 53% Weak 43%
  15. 15. Senior managers matter…. % Disagree I have confidence in the senior Senior management have a clear management team vision of where the organisation is going 33% 32% % 31% 30% 31% 28% 24% 18% 10% 5% Excellent Good Fair Weak Poor Excellent Good Fair Weak PoorBase: All respondents (1,1000). Fieldwork: 12th – 27th May 2005
  16. 16. Some conclusionsYour behaviour matters more thanmoney…moneyMore “unknown unknowns ? unknown unknowns”?Want reassurance and information…. informationMore pressureEnjoy the rest of 2011 – it will get worse before it gets better
  17. 17. ben.page@ipsos.comben page@ipsos com
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