New ways of working & knowledge sharing - Dirk W. BijlPresentation Transcript
JOURNEY TOWARDSTHE NEW WAYOF WORKINGcreating sustainable performanceand joy at work Dirk W. Bijl Ambassador for the New Way of Working
The New Way of Working (NWoW) is… ‣ creating both sustainable performance and joy at work (Goal) ‣ by putting the ‘Human Resource’ at the center (Means) ‣ and creating an inspiring work environment ‣ where people give their best (competencies, talents, energy) at work ‣ not because they have to ... ‣ but because they want to!
So New Way of Working aims to be.. ‣ Good for the organisation: ‣ better and more sustainable performance organisation win ‣ Good for the worker: ‣ improved joy and wellbeing at work personal win ‣ This is a Win-Win ‣ replacing the classic Win-Loose
What creates the New Way ofWorking? Put the Worker at the center Virtual Physical Mental Social and create a work environment that facilitates and motivates that worker to give its best at work
Multidimensional Work Environment‣ 4 dimensions ‣ 1. Virtual the mobile, virtual workplace (ICT) ‣ 2. Physical The effective and attractive office ‣ 3. Mental Structures, Systems, Processes, Rules, Procedures ‣ 4. Social The way people work together, Leadership, Culture‣ Looks at work environment holistically ‣ The dimensions influence each other‣ Goal: facilitate and motivate workers to do their jobs well ‣ Facilitate: use elements that help people to do their jobs (e.g. an ergonomic chair) ‣ Motivate: use elements that make people want to do their jobs (e.g. a supportive manager)
Summary: Create an Integrated Human Centric WorkEnvironment
What results may you expect? ‣ Better Organisational Performance ‣ Results Up: value in products/services, profit, market growth, productivity ‣ Cost Down: clear goals, better collaboration, less system dependency waste ‣ Happy Stakeholders ‣ Customers: more satisfied ‣ Employees: better wellbeing (joy at work) ‣ Owners: more satisfied due to better performance ‣ Better Reputation ‣ As provider of products/services ‣ Becoming employer of choice ‣ As social responsible organisation
Example 1:Interpolis Results (1996-2008) ‣ Better Organisational Performance ‣ Revenue doubled in 5 years time, ‣ Rankorder: 11 (1996) 4 (2001) ‣ Happy Stakeholders ‣ Employees: 6.9 7.3 ‣ Customers: 6.1 8.4 ‣ Better Reputation ‣ From boring insurer to most innovative insurer ‣ Elected most reliable insurer 4 times in a row (2006-2010) ‣ Still busloads per week visit the building
Example 2: Microsoft NL (as of2008)‣ Better Organisational Performance ‣ Results Up: 2 times chosen best subsidiary in timeframe 2008-2011 ‣ Improved perceived productivity see next slide ‣ Cost Down: €1 Million per year savings on travel, phonecalls and internal movements‣ Happy Stakeholders ‣ Employees: 4 times in a row voted Greatest Place to Work (2009-2012) ‣ Improved work/life balance see next slide‣ Better Reputation ‣ Seen as innovative & social responsible organization (fighting bad reputation successfully) ‣ Many times top tier employer of choice ‣ Reducing CO2 footprint by 30% (in 2012 compared to 2007)
Example 2: Microsoft NL RSM ResearchResults
How can I start with NWoW? ‣ NOT by copying other implementations like Interpolis, Microsoft or Philips ‣ But by creating your own personal version of NWoW ‣ Start with asking this question: Will NWoW help make my organisation perform better and make it a great place to work? At the same time?
Answer the following questions ‣ What is the dream for our organisation? ‣ Where do we want to be ‘tomorrow’ (3-5 years time)? ‣ Do we use the full potential of our workforce? ‣ Are they stuck in system dependency & learned helplessness? ‣ Do we suffer from Theory X belief system (especially management)? ‣ Do we have too many rules & procedures? Are we too bureaucratic? ‣ What are our biggest challenges and (missed) opportunities? ‣ Do we believe that the NWoW design principles can make us better? ‣ Is our Leadership Team willing to invest in NWoW?
Phasing the NWoW Change Program NWOW is impossible without Leadership Sponsorship
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