Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Insight we trust - Employees edition 2018

918 views

Published on

RIP le lien fort qui unissait jadis un employeur à ses collaborateurs. Aujourd’hui, seuls 11% s’investissent émotionnellement dans la réussite de leur entreprise. La faute à une génération individualiste ? Pas vraiment. 77% des collaborateurs ne se sentent pas considérés à leur juste valeur. Ni valorisés, ni écoutés, ils ne trouvent pas de bonne raison de s’engager pour leur employeur.

Published in: Data & Analytics
  • Be the first to comment

Insight we trust - Employees edition 2018

  1. 1. HAVING ENGAGED EMPLOYEES IS GOOD
  2. 2. IT’S GOOD FOR... in productivity for engaged employees. IBET 2015 +21% in absenteeism for disengaged employees. +37% of engaged employees see themselves as long-term employees of the company. 87% BUSINESS THE EMPLOYER EMPLOYEES
  3. 3. SO WHY ARE ONLY 11% OF EMPLOYEES EMOTIONALLY INVESTED IN THE SUCCESS OF THE COMPANY? (#ENGAGEMENT) State of the global workplace,GALLUP,2013 !11%
  4. 4. WHEN IT COSTS A LOT OF MONEY: 11,OOO EUROSPER YEAR PER EMPLOYEE IBET 2015
  5. 5. SO WHY?
  6. 6. BECAUSE THEY’RE NOT... of employees say they are not treated with respect by their managers. HBR and TS 2016 // Accenture/Right 2016 // Anact, Fidal, Amplitude 2016 // Engagement and The Global Workplace Steelcase 2016 54% RESPECTED RECOGNIZEDHEARD REWARDED of new ideas proposed by employees are considered by managers/companies. 11% of companies give symbolic rewards (other than promotions, raises, or bonuses). 27% of employees do not feel recognized for their work. 66%
  7. 7. IN A NUTSHELL, THEY DON’T FEEL VALUED Cadremploi Deloitte 2015 of employees do not feel that they are being considered at their fair value. 70%
  8. 8. CONSIDERATION ENGAGEMENT → BUT, CONSIDERATION IS THE DRIVING FORCE BEHIND ENGAGEMENT
  9. 9. BUT, CONSIDERATION IS THE DRIVING FORCE BEHIND ENGAGEMENT CONSIDERATION MEANING TRUST + = → ENGAGEMENT A DRIVING FORCE FUELED BY THE TRUST AN EMPLOYEE PLACES IN THE COMPANY AND THE MEANING THEY FIND IN THEIR WORK
  10. 10. TO BUILD TRUST AND MEANING, INTERNAL COMMUNICATIONS MUST PIVOT OBSESSED WITH WHAT IT SAYS OBSESSED WITH THOSE WHO LISTEN
  11. 11. MEANING... TAKE THE FLOOR TALK ABOUT WHAT INTERESTS YOU CONTROL EVERYTHING THAT COMES OUT ENSURE THAT IT’S KEPT INTERNALLY PRODUCE INFORMATION TALK ABOUT WHAT INTERESTS THEM SHARE EMOTIONS BUILD ON EVERYTHING THAT COMES OUT ENSURE THAT IT’S RELEASED EXTERNALLY GIVE THE FLOOR
  12. 12. THE REAL QUESTION WHEN IT COMES TO EMPLOYEES IS NOT "HOW ARE THEY GOING TO TAKE IT?" BUT RATHER "WHO DO WE TAKE THEM FOR?"
  13. 13. A B C Besoin de participer Besoin d’appartenir I feel considered because my individuality is valued I feel considered because my critical thinking is valued I feel considered because my kindness is recognized MEANING TRUST I feel considered because I am changing the world TO HAVE CONSIDERATION FOR EMPLOYEES IS TO MAKE THEM FEEL VALUED...
  14. 14. OMMAIR TRUST I AM, THEREFORE I THINK. #BFF 1 A C 2 A B THE MORE YOU KNOW IS IT TOO LATE NOW TO SAY SORRY? #OneTeamOneDream OPEN UP D TEACH A MAN TO FISH... C COME ON BARBIE, LET’S GO PARTY! B KNOWLEDGE IS POWER D HATS OFF
  15. 15. OMMAIR MEANING HUMAN AFTER ALL THINK OUTSIDE THE BOSS 3 A C 4 A B HOW YOU DOIN’? I’M DOING MY PART! GENIUS AT WORK OWN IT, IT’S YOURS D I’M FREE (LIKE A RIVER) C HOORAY, I’M USEFUL! B I DON’T REALLY HAVE A TYPE D A STAR IS BORN
  16. 16. 1 I AM, THEREFORE I THINK. HOW? THE MORE YOU KNOW KNOWLEDGE IS POWER IS IT TOO LATE NOW TO SAY SORRY? TEACH A MAN TO FISH... A B C D Don't take your employees for ignorants; consider them as wise minds 1
  17. 17. A THE MORE YOU KNOW 11 A
  18. 18. 65% OF THE FRENCH SEEK INFORMATION SEVERAL TIMES A DAY. NEXTRÉGIE -FRENCH AND INFORMATION- 2018 11 A
  19. 19. The Big Nes by Nespresso - 2017 Getting 1,350 employees to read a 60-page magazine is a real challenge. To make them aware of both societal and corporate challenges, the coffee machine manufacturer adopted a bold strategy: spark curiosity using a highly creative format. Manga, travel diaries, and photographs bring topics such as the recycling of aluminium pods to life. Twist the classic internal communications tools by using an editorially creative format. THE MORE YOU KNOW11 A
  20. 20. Radio Carglass by Carglass - Since 2016 The car repair company adapts to its audience by creating a radio station tailored to it. Capitalizing on the workshop staff's favorite medium, Carglass offers two radio channels (Hit and Tube) with 80% music and 20% news. The station is also interactive: Employees can share information, request shout-outs, and even suggest new programs. Choose the most relevant media and formats to inform in an attractive way. THE MORE YOU KNOW11 A
  21. 21. My E3 by Vinci Construction - Since February 2018 The My E3 app allows employees on the go to access a wealth of information: reports, key figures, and practical tips are published daily. Employees in Vinci’s construction and civil engineering group can interact, comment, and like the content. The information goes beyond the company as the app also features the best of the world wide web! Diversify information formats and expand topics beyond business to make employees want to interact and stay informed. THE MORE YOU KNOW11 A
  22. 22. Think Blog by IBM - Since 2014 IBM created a collaborative blog. To spark its employees’ and external stakeholders’ interest in technology, the IT company gives a voice to its engineers and managers, as well as experts and academic researchers in the sector. They write articles on rich and complex topics such as Artificial Intelligence or Automotive Innovation. Let the experts have a voice to gain credibility. THE MORE YOU KNOW11 A
  23. 23. 24 B KNOWLEDGE IS POWER 11 B
  24. 24. 80% OF YOUTHS CLAIM THEY FOLLOW POLITICAL NEWS, MOSTLY THROUGH TELEVISION AND SOCIAL NETWORKS. AFEV -YOUTH AND POLITICS- 2013 56% OF FRENCH PEOPLE CLAIM TO BE INTERESTED IN THE ECONOMY. KANTAR SOFRES -THE FRENCH AND THE ECONOMY- 2017 11 B
  25. 25. The Whole Story by Standard Chartered Bank - 2015-2016 Through its message "Human Trafficking is a silent crime, Money laundering its silent partner," this campaign engaged employees in the fight against financial crime. The bank invested in its employees’ benevolence and intelligence by demonstrating the long-term consequences of financial crime. Never tell employees what to do without explaining why they should do it. KNOWLEDGE IS POWER11 B
  26. 26. Shape Our Future by Seagate - 2017 To raise employees' awareness on cyber security matters, the hard drive manufacturer ran a print campaign using familiar blockbuster codes. Use a familiar and pop-culture universe to draw employees' attention to a technical issue. KNOWLEDGE IS POWER11 B
  27. 27. Imagine by General Electric - 2012 GE produced a magazine with a distinct editorial line: informing employees about the challenges facing the company and the sector in the U.K. in a clear and concise manner. By publishing a high-quality and accessible magazine, GE succeeded in engaging employees around very complex subjects. Give employees the tools needed to understand the challenges facing the business. KNOWLEDGE IS POWER11 B
  28. 28. Project Solar by Reward Gateway - 2015-2016 When looking for investors, the HR communications agency Reward Gateway decided to carry out its mission in complete transparency. Employees were able to follow the entire process thanks to a dedicated platform (Q&A, CEO blog) and films showing the lead in meetings with investors. Break down silos between stakeholders so that each party can have a comprehensive look at the company. KNOWLEDGE IS POWER11 B
  29. 29. 3 0 C IS IT TOO LATE NOW TO SAY SORRY? 1 C
  30. 30. 94% OF EMPLOYEES THINK THAT EXPERIENCE IS VERY IMPORTANT, EVEN ESSENTIAL, TO ADVANCE. CENTRE FOR MODERN WORKPLACE LEARNING -7th ANNUAL LEARNING IN THE WORKPLACE SURVEY - 2018 1 C
  31. 31. Meeting Angel by AXA Technology Services - 2017 To improve the efficiency of its meetings, Axa's IT department opted for a disrupting method: Angel, a wrestling mascot, makes surprise appearances in meetings to remind people of the five basic rules for short and productive meetings. Dare to convey your message in a humorous way so that employees take the advice to heart. IS IT TOO LATE NOW TO SAY SORRY? 1 C
  32. 32. The Hard Way by KFC - 2017 The fast-food chain set up a somewhat unusual training tool. Using virtual reality, new cooks were “locked” in a kitchen escape room. The only way out: successfully prepare KFC’s fried chicken recipe. Motivate employees to train themselves safely using gamification. IS IT TOO LATE NOW TO SAY SORRY? 1 C
  33. 33. Racial Bias Training by Starbucks - 2018 Following a discriminatory event in one of its shops, Starbucks coffee chain closed all its stores for one day in order to organize a training program on the issue of racism. Employees watched several documentary videos presenting African-American perspectives on racism and participated in discussion sessions on this theme. When it comes to sensitive subjects, give a voice to the parties affected to create a platform for discussion and change perceptions. IS IT TOO LATE NOW TO SAY SORRY? 1 C
  34. 34. We Speak Together by The Global Fund - 2017 To help employees identify and report professional misconduct in the workplace, the organization for the fight against HIV, tuberculosis, and malaria released an interactive video. The employee is immersed in a situation of professional misconduct and learns to identify it and react accordingly. Use gaming to help employees experience and learn to identify problems so they can react better. IS IT TOO LATE NOW TO SAY SORRY? 1 C
  35. 35. Guide to Raising Awareness About Common Sexism in the Workplace by Action Logement - 2017 The social housing organization issued a guide to tackling sexism. By using concrete examples of quotes or jokes, employees were encouraged to reflect on their behavior and change it accordingly. Showcase concrete examples of ordinary discrimination by presenting arguments in an instructive way. IS IT TOO LATE NOW TO SAY SORRY? 1 C
  36. 36. Fail Conference by Microsoft - 2017 Microsoft, the leading provider of IT products and services, organized conferences dedicated to failure. Participants shared their experiences with each other and attended speeches by experts and entrepreneurs who have bounced back after a failure. De-dramatize failure and make it constructive. IS IT TOO LATE NOW TO SAY SORRY? 1 C
  37. 37. D TEACH A MAN TO FISH... 11 D
  38. 38. 90% OF EMPLOYEES THINK THAT KNOWLEDGE SHARING IS VERY IMPORTANT, EVEN ESSENTIAL, TO PROGRESS. CENTRE FOR MODERN WORKPLACE LEARNING -7th ANNUAL LEARNING IN THE WORKPLACE SURVEY - 2018 30% OF YOUNG EMPLOYEES THINK THAT TRAINING COURSES ARE VERY IMPORTANT, EVEN ESSENTIAL, TO PROGRESS. CENTRE FOR MODERN WORKPLACE LEARNING -7th ANNUAL LEARNING IN THE WORKPLACE SURVEY - 2018 VS 11 D
  39. 39. The Observation Workshops by Les Ateliers du Regard - Since 2011 Les Ateliers du Regard invites employee teams to the Louvre to analyze works of art. By deciphering the scene, expressing their point of view, and bouncing back on the remarks of others, a natural cohesion is built and collaborative analysis results. It’s about each learns from the others, but more importantly, with the others through collective intelligence. Offer formats that encourage team building beyond the purely professional context. TEACH A MAN TO FISH...11 D
  40. 40. Reverse Mentoring by Eli Lilly and Company - Since 2015 The pharmaceutical company is implementing reverse mentoring on LGBT issues: A senior mentor meets with an LGBT colleague to discuss and understand their experiences as a member of a minority group. Use reverse mentoring to valorize employees’ experiences and develop top management personally and professionally. TEACH A MAN TO FISH...11 D
  41. 41. Nissan Tracker by Nissan - 2014 Following a photo and video competition, the car manufacturer selected and trained 13 employees in journalism. They had the opportunity to cover Nissan events to help keep their fellow employees informed. Live reports were broadcast on the internal digital platform. Leverage peer trust to inform employees. TEACH A MAN TO FISH...11 D
  42. 42. Get to Know Me Guide by BetterCloud - Each employee of the software vendor must write a guide about themselves and their way of working. Requirements, strengths and weaknesses, and core values are some of the items that help teams better understand each other and work together. Give employees the opportunity to share their strengths and weaknesses to help them better understand how to work with each other. TEACH A MAN TO FISH...11 D
  43. 43. Paypal in 90 Seconds by Paypal - Since 2013 After learning that employees felt disconnected from the company, the payment service began creating short, engaging weekly videos to share information around the world. Some of the topics were developed in collaboration with the employees. Interview employees to make sure they become the source, the provider, and the receiver of information. TEACH A MAN TO FISH...11 D
  44. 44. HOW? OPEN UP #OneTeamOneDream COME ON BARBIE LET’S GO PARTY! HATS OFF A B C D Don't think of your collaborators as enemies, consider them allies 2 2 #BFF
  45. 45. A OPEN UP A 2
  46. 46. 30% OF YOUNG EMPLOYEES DON’T UNDERSTAND HOW THEIR WORK CONTRIBUTES TO THE COMPANY’S SUCCESS. ORC - GLOBAL PERSPECTIVE STUDY - 2017 46% OF EMPLOYEES THINK THAT THE COMMUNICATIONS THEY RECEIVE ARE OPEN, HONEST, AND HELP THEM PERFORM BETTER PROFESSIONALLY. ORC - WHAT MAKES A WINNING WORKPLACE- 2016 A 2
  47. 47. Shut up and Listen by HSBC - Since 2012 The name of this program is as bold as its principle: Teams gather for meetings in which managers must, well, remain silent and listen. Employees are responsible for the agenda and duration of the meeting. Managers simply have to hear them out. Enable employees to express themselves and managers to develop their listening skills. OPEN UP A 2
  48. 48. Big Red Sofa by HomeServe - Since 2016 After a challenging period with a low engagement rate, the home services company decided to hold bimonthly meetings where employees could ask their questions directly to the CEO and managers. In a relaxed, almost festive atmosphere, the CEO responds candidly and takes the time to address employees' questions. Your employees mean well! Set up face-to-face meetings for more human and spontaneous interaction. OPEN UP A 2
  49. 49. Open Salaries by Buffer - To achieve its goal of becoming a truly open organization, the social network management company took a bold step towards greater transparency. They published all salaries internally and externally and publicly disclosed their wage-setting methodology. Be transparent with all your stakeholders, even on very sensitive subjects, to build trust and foster loyalty among your employees. OPEN UP A 2
  50. 50. Shadow ExCom by AccorHotels - 2016 To provide a fresh and critical look at the company's strategies, AccorHotels set up a Shadow Executive Committee. Composed of six men and six women under the age of 35, it works in parallel with the monthly ExCom and contributes to their agenda. Leverage young employees’ knowledge and experience by creating platforms for dialogue with ExCom members on the company's strategic issues. OPEN UP A 2
  51. 51. Corpiracy by TBWACorporate - 2016 To demonstrate the power of advocacy in a playful way, a small secret group within the agency organized a communications hack. Employees were then able to take over the visual identity and social networks for a day! Organize stunts orchestrated by employees to blend surprise, excitement, and advocacy. OPEN UP A 2
  52. 52. B #OneTeamOneDream B 2
  53. 53. 49% OF EMPLOYEES SAY THEY ARE PROUD TO SHARE WHAT THEY DO FOR A LIVING WHEN THEY MEET SOMEONE FOR THE FIRST TIME. YOUGOV SURVEY 2015 B 2
  54. 54. Behind the Brand for BNP Paribas - The Behind the Brand campaign helped boost employees' pride in the group's identity. Through a gamified website, they were able to grasp the importance of brand identity, understand it, and make it their own with a Tetris-like game centered on corporate values. Identity should not be a static concept; employees must interact with it. #OneTeamOneDream B 2
  55. 55. Rebellious Self-Expression by Dr. Martens - 2016 To embody its rock 'n' roll identity, shoemaker Dr. Martens gave all its employees a branded vinyl. In addition, a bi-annual internal publication, "On the Record," covered topics chosen by the employees. Bring brand identity and personality to life through iconic objects. #OneTeamOneDream B 2
  56. 56. Change of Identity for Edenred - June 2017 The transaction solutions group organized events in 42 countries for the reveal of their new identity: a special broadcast to reveal the logo, rebranding of the offices overnight to add an element of surprise, a human logo formation to play with the new visual cues, etc. Use a major company change as an opportunity to mobilize and celebrate internally. #OneTeamOneDream B 2
  57. 57. Inside Out Branding for Wales & West Utilities - 2015 In the process of rebranding, the gas distribution company brought together several employee focus groups to choose the creative concept that would become the new visual identity. Increase employees’ sense of belonging by letting them choose the visual identity. #OneTeamOneDream B 2
  58. 58. C COME ON BARBIE, LET’S GO PARTY! 2 C 2
  59. 59. 98% OF EMPLOYEES BELIEVE THAT BIRTHDAYS BRING POSITIVE RESULTS WHEN THEY ARE ADVERTISED AND CELEBRATED WITH COLLEAGUES. GLOBOFORCE - FALL 2014 REPORT THE EFFECT OF WORK RELATIONSHIPS ON ORGANIZATIONAL CULTURE AND COMMITMENT - 2017 STRESS LEVELS DECREASE WHEN EMPLOYEES BUILD STRONG RELATIONSHIPS WITH EACH OTHER. ASSOCIATION BETWEEN PSYCHOLOGICAL DISTRESS AND A SENSE OF CONTRIBUTION TO SOCIETY IN THE WORKPLACE - BMC PUBLIC HEALTH - 2012 STRESS 2 C 2
  60. 60. The Dentsu Games by Dentsu Aegis Network - May 2017 Connecting Paris to Tokyo virtually? This was the challenge given to Dentsu Aegis Network’s 12 agencies during a good-natured competition. In addition, giant zip lines and cocktail parties allowed employees to meet. A friend in need is a friend indeed! Organize a challenge that lasts several weeks to build lasting relationships. COME ON BARBIE, LET’S GO PARTY! 2 C 2
  61. 61. Le Grand Défi Market by Carrefour Market - 2015 Based on the Fort Boyard concept, Carrefour, a food distributor, created a six-step game to allow local teams to meet and compete in a grand finale in Marseille. Create cohesion between geographically distant teams to foster a sense of belonging. COME ON BARBIE, LET’S GO PARTY! 2 C 2
  62. 62. Blend Dates by Nespresso - Since 2014 Nespresso's major annual gathering provides a unique experience: interactive presentations, a co-created show, a party, and a series of challenges built around a unique theme. Offer an experience structured around storytelling or a theme related to the brand promise. COME ON BARBIE, LET’S GO PARTY! 2 C 2
  63. 63. HomeViviality.com by Pernod Ricard - April 2016 Initiated by nine young employees, an Airbnb-inspired platform was created internally to enable the wine and spirits manufacturer’s employees to stay with an employee when they travel for business or leisure. Create cross-border solidarity amongst employees by taking cues from the sharing economy. COME ON BARBIE, LET’S GO PARTY! 2 C 2
  64. 64. D HATS OFF D 2
  65. 65. 42% OF EMPLOYEES SUFFER FROM A LACK OF RECOGNITION FROM THEIR MANAGERS. PARLONS TRAVAIL - 2016 D 2
  66. 66. Behind the Curtain by Idemia - September 2017 At the end of the show presenting its new brand to 300 external guests, the curtain fell, both literally and figuratively. Behind a curtain, 1,500 employees were watching the show backstage. This theatrical performance was a way to thank them, unveiling the key to the success of the digital security company: its people. Don't hesitate to think big. It's not always just the little things that count. HATS OFF D 2
  67. 67. Ashes by Campofrio - 2015 Following a serious fire in its factory, the food company sent a moving letter to its employees. Each letter was accompanied by a brick made from the ashes left by the fire. Employees were invited to lay this brick when the reconstructed site opened. In times of crisis, remember to speak to your employees with sincerity to show that you are grateful for their presence and support. HATS OFF D 2
  68. 68. #ITAGYOU by Axa Bank - February 2017 Axa Bank created a special platform to give its employees the power to acknowledge their peers’ achievements. Employees could celebrate the actions of their colleagues by tagging them. Use social media codes to create a system of collective recognition. HATS OFF D 2
  69. 69. 1 Million Smiles by Arval - September-November 2016 To celebrate the milestone of one million rented cars, Arval organized both real and virtual campaigns. An event held at the headquarters was broadcast live around the world and a photo-sharing and e-cart app initiated a collective acknowledgement dynamic. Mix real and virtual to maintain human contact while modernizing the way employees are valued. HATS OFF D 2
  70. 70. Awards by Venables Bell & Partners - After an employee has been with the communications agency for five years, they receive a trophy and $1,000. The only catch? This $1,000 has to be spent on activities with colleagues! In addition, an annual awards ceremony celebrates employees’ commitment in a cheeky way. Take for example, the "Ass-Kicker of the Year" or "Golden Toilet" awards for those who killed it throughout the year. Humorously hijack award codes to compliment employees. HATS OFF D 2
  71. 71. 3 HUMAN AFTER ALL HOW? HOW YOU DOIN’? I DON’T REALLY HAVE A TYPE I’M DOING MY PART! I’M FREE (LIKE A RIVER) A B C D Don’t mistake your collaborators for mere staff, consider them as human beings 3
  72. 72. 7 3 A HOW YOU DOIN'?A 3
  73. 73. 72% OF PEOPLE GET THEIR BEST IDEAS IN THE SHOWER. HANSGROHE -STUDY BY SCOTT BARRY KAUFMAN- 17mins THE BREAK TIME WE SHOULD TAKE AFTER AN HOUR OF WORK. THE DAILY MUSE BLOG 2014 A 3
  74. 74. ASOS Festival of Learning by ASOS - 2017 In keeping with the company's promise "Our mission is to give you the confidence to be your best self," the e-commerce powerhouse made a big splash: a one-week festival filled with workshops to cultivate the body and mind. Show interest in employee well-being by promoting their personal—not just professional—development. HOW YOU DOIN’? A 3
  75. 75. Nike HQ by Nike - The athletic apparel manufacturer offers its employees a magnificent multi-hectare campus. Two state-of-the-art athletic centers (basketball court, Olympic swimming pool) allow them to enjoy a balanced and healthy lifestyle. Organize workout sessions so that every employee can thrive physically. HOW YOU DOIN’? A 3
  76. 76. Parental Leaves by Etsy - April 2016 The American e-commerce company has widely communicated on its 26 weeks of parental for new parents, both men and women alike. Employees were the first ambassadors of this decision thanks to a moving video that captured the perspective of those who benefited from it. Supporting family development leads to a stronger sense of loyalty towards the company. HOW YOU DOIN’? A 3
  77. 77. 7 8 B I DON’T REALLY HAVE A TYPE B 3
  78. 78. OF HR MANAGERS IDENTIFY DISCRIMINATION PREVENTION AS A PRIORITY. APEC - REPRÉSENTATIONS ET PRATIQUES DE DIVERSITÉ DANS LES ENTREPRISES  - DÉCEMBRE 2015 10% THE DIFFERENCE IN ENGAGEMENT RATE BETWEEN DIVERSE TEAMS (MORE ENGAGED) AND UNIFORM TEAMS (LESS ENGAGED). SODEXO -DIVERSITY IN COMPANIES- 2018 +14 pts B 3
  79. 79. HSBC Now by HSBC - 2012 To prove that each of the group's 250,000 employees is unique, the bank created a video channel to tell their extraordinary stories. Featuring employees who recovered from cancer, have a professional rugby career, or have to juggle work and Ramadan, each video discusses an intimate subject. Highlight employees’ individuality by speaking about their life experiences without taboos. I DON’T REALLY HAVE A TYPE B 3
  80. 80. Women @ Dior by Dior - 2017 A mentoring program that matches students with employees under 30. The luxury group’s program aims to share employee experiences and help women fulfil their professional potential. Implement a mentoring program to contribute to the professional empowerment of minorities. I DON’T REALLY HAVE A TYPE B 3
  81. 81. Equals by Accenture - 2017 The consulting firm mobilized its employees for an internal/external campaign promoting gender equality within the company. It produced a film and offered an advanced screening for employees. Ambassadors were then selected to embody the company’s commitments externally. Ensure CSR efforts are supported by the employees who are committed to them. I DON’T REALLY HAVE A TYPE B 3
  82. 82. Employee Resource Groups by Estée Lauder - Since 2012 Estée Lauder’s ERGs (Employee Resource Groups) focus on specific communities (Veterans, The Disabled, African-Americans). Their objectives are to organize seminars and conferences, participate in volunteer programs with non-profit organizations, and develop new programs and products suited to their area of focus. Combine business and CSR by facilitating a discussion around different communities. I DON’T REALLY HAVE A TYPE B 3
  83. 83. I DON’T REALLY HAVE A TYPE No One Should Have to Hide Who They Are by SBS - 2018 This humorous spot from Australian public broadcasting network SBS features employees trying to hide their religion, pregnancy, or sexual orientation from their colleagues in goofy ways, thus condemning discrimination in the workplace. Use humor to demonstrate the need for tolerance in the workplace. B 3
  84. 84. C I’M DOING MY PART! C 3
  85. 85. 37% OF EMPLOYEES BELIEVE THAT THEIR WORK IS USELESS TO SOCIETY. YOUGOV SURVEY 2015 70% OF FRENCH PEOPLE TRUST NON-PROFIT ORGANIZATIONS WHEN THEY HAVE A WELL-IDENTIFIED PURPOSE. KANTAR SOFRES/COMITÉ DE LA CHARTE -CONFIDENCE BAROMETER- TRUSTED DONATION - 2017 C 3
  86. 86. Citizen Day by L’Oréal - Since 2010 The cosmetics group has been organizing Citizen Day for eight years now. It’s a workday entirely devoted to community service. All employees work together for major causes: the environment, poverty, etc. Support employees' volunteer efforts through a dedicated daylong event. I’M DOING MY PART! C 3
  87. 87. Move Fifty by Capgemini - 2017 To celebrate the digital consulting company’s 50th anniversary, employees were given the opportunity to enter a charity race. Thanks to their efforts, 100,000 euros were donated to three non-profit organizations in India, Guatemala, and France. Give meaning to sporting events by allowing employees to have an impact in the world. I’M DOING MY PART! C 3
  88. 88. No Straw Pledge by Bacardi - 2017 The spirits company is committed to reducing the use of plastic straws, thus cutting down on pollution. By launching an internal competition to convince as many bars as possible to avoid plastic straws, employees were given a key role in reaching CSR objectives. Give employees an active role in meeting CSR goals. I’M DOING MY PART! C 3
  89. 89. Inter-Company Challenge by La Parisienne - Since 1997 Carrefour, TBWA, Ipsos, and many others participate in La Parisienne, a women’s sporting event. This inter-company event is intended to build cohesion between runners and raise funds for the fight against breast cancer. Participate in inter-company challenges to build solidarity between employees and on CSR issues. I’M DOING MY PART! C 3
  90. 90. D I’M FREE (LIKE A RIVER) D 3
  91. 91. 97% OF EMPLOYEES DESCRIBE THEIR MANAGERS AS COERCIVE, AUTHORITARIAN, OR CONTROL-FREAKS. LRN -THE HOW REPORT: A GLOBAL, EMPIRICAL ANALYSIS OF HOW GOVERNANCE, CULTURE AND LEADERSHIP IMPACT PERFORMANCE- 2015 81% OF EMPLOYEES WOULD PREFER TO MANAGE THEMSELVES IF THE COMPANY CREATED THE CONDITIONS TO MAKE IT HAPPEN. GALLUP SURVEY -EMPLOYEE ENGAGEMENT INDEX- 2011 VS D 3
  92. 92. Results-Only Work Environment by GAP - Since 2008 Described as a "cultural revolution," clothing company GAP implemented the ROWE (Results-Only Work Environment) method, which allows employees to work when and where they want. The only criterion for evaluating their work is results. The best way to achieve them is entirely up to the employee. Allow employees to dictate their working conditions. I’M FREE (LIKE A RIVER) D 3
  93. 93. The Small Factory by Orange - 2017 While the average employee age is 46, the telecommunications provider is creating an innovation program involving 30 people under the age of 30. Their mission is to come up new ways of working internally, more agile and more digital, to accommodate future generations of workers. Set up a digitalization focus group led by key stakeholders. I’M FREE (LIKE A RIVER) D 3
  94. 94. Netflix Vacation Policy and Tracking by Netflix - Since 2009 Unlimited vacation days, low-control expense reports, parental leave of up to eight months, open access to all internal documents... The on-demand video platform adopted a bold HR policy that bets on the autonomy of its employees. Treat employees as responsible adults capable of making decisions in the best interests of the company. I’M FREE (LIKE A RIVER) D 3
  95. 95. Holacracy by Zappos - Since 2015 Gone are standardized work hours and business units. At online shoe store Zappos, each employee is free to define their "role" in the "circle" they choose. No manager leads the employees, but coaches guide them in achieving their objectives. Disrupt hierarchical organization by enabling self-management. I’M FREE (LIKE A RIVER) D 3
  96. 96. Weebly Wanderlust by Weebly - Since 2015 To allow employees to broaden their horizons, the website management platform offers employees who have been with the company for five or more years (or 10% of the total payroll) six weeks paid vacation and a round-trip flight to any country in the world. Give employees free time to nurture their creativity. I’M FREE (LIKE A RIVER) D 3
  97. 97. 4 THINK OUTSIDE THE BOSS HOW? OWN IT, IT’S YOURS GENIUS AT WORK HOORAY, I’M USEFUL! A STAR IS BORN A B C D Don't think of your employees as followers, consider them as visionaries 4 4
  98. 98. A OWN IT, IT’S YOURS 4 A 4
  99. 99. 50% OF EMPLOYEES KNOW THEIR COMPANY’S PURPOSE. DELOITTE DEVELOPMENT LLC -CULTURE OF PURPOSE: A BUSINESS IMPERATIVE, 2013 CORE BELIEFS & CULTURE SURVEY- 2013 4 A 4
  100. 100. Cube by Orange - 2016-2017 Thanks to the Cube game, the telecommunications service provider's employees are challenging each other on topics related to the new Essentials2020 strategy. The goal is to get them to understand the company's vision and, above all, to embrace it by playing with it! Encourage support for the company's vision through gamification. OWN IT, IT’S YOURS 4 A 4
  101. 101. Bold Builders of the Future by Edmond de Rothschild - 2017 The company massively mobilized internal teams when revamping its brand platform. Through a quiz, employees were introduced to the bank's new tagline: "The audacity to build the future." Then, employees were invited to interpret and give their opinions on the vision through an internal photo competition. Finally, the company created informational content to explain the impact this new vision would have on certain specialties. Present, Explain, Mobilize: The three pillars to get internal teams to embrace the brand's vision. OWN IT, IT’S YOURS 4 A 4
  102. 102. Fit Culture by L’Oréal - 2017 An app was developed to help new employees understand and embrace the company's culture. Employees have access to content that decodes L'Oréal's culture with sincerity, both the good and the challenging. Through in-app missions, they bring their knowledge of the company to bear. Approach corporate culture openly and let employees point out positive aspects and areas of improvement. OWN IT, IT’S YOURS 4 A 4
  103. 103. Convention FDJ 2020 by FDJ - 2017 To involve employees in their new strategic initiative, La Française des Jeux created a spectacular event. After exploring the strategy through an app, employees played live: An experiential journey was developed around the five major axes of the 2020 project. Foster the adoption of new concepts through gamified experiences. OWN IT, IT’S YOURS 4 A 4
  104. 104. OWN IT, IT’S YOURS Photo Contest App by BNP Paribas Fortis - 2018 To bring employees together around a new brand promise, BNP Paribas Fortis bank has developed a dedicated app. Employees could share photographs illustrating the brand promise, participate in surveys, etc. Let employees feed the brand platform or comment on it.4 A 4
  105. 105. B GENIUS AT WORK B 4
  106. 106. 54% OF EMPLOYEES SUGGEST NEW IDEAS TO THEIR MANAGERS. ACCENTURE/RIGHT.COM STUDY 2013 11% OF THOSE IDEAS ARE TAKEN INTO ACCOUNT. STUDY ACCENTURE/RIGHT.COM STUDY 2013 VS B 4
  107. 107. The I-Project by Altran - Since 2015 Engineering consulting firm Altran challenges its employees to innovate through an idea-sharing platform where they can submit creative concepts. A jury of experts then selects the most promising projects for development. Leverage competition to motivate employees to participate. GENIUS AT WORK B 4
  108. 108. Let’s Talk Energy by EDF - 2018 In an internal dialogue of unprecedented scale, the electricity supplier sought employees’ opinions on the prioritization of energy challenges and innovative solutions to meet them. The consultations were conducted in both physical and digital form, and resulted in approximately one hundred proposals that will be further developed. Involve employees in planning the company's future. GENIUS AT WORK B 4
  109. 109. Oui Link by Oui SNCF - Since 2016 The railway company created its own internal startup incubator! Selected startups join the Oui Link space and collaborate with employees on their projects. Bring employees and startups together to foster relevant innovation. GENIUS AT WORK B 4
  110. 110. C HOORAY, I’M USEFUL! C 4
  111. 111. 45% OF COMPANIES HAVE CREATED AN AMBASSADOR PROGRAM TO GET EMPLOYEES INVOLVED IN MAKING THE COMPANY VISIBLE ONLINE. BUSINESSES AND MEDIAl -SOCIAL MEDIA GOVERNANCE STUDY- 2015 C 4
  112. 112. La Route des Likes by APRR - 2016 The Route des Likes caravan traveled all over France to meet the highway network’s employees and familiarize them with Facebook, Twitter, LinkedIn, etc. This gave employees the keys to becoming APRR's best ambassadors on social networks. Use your employees' advocacy potential to humanize your vision. HOORAY, I’M USEFUL! C 4
  113. 113. Nordic Choice Tour by Nordic Choice Hotels - 2017 The CEO of this hotel chain went on a three-week road trip to meet 5,000 of the group’s employees. In the eyes of top management, it was crucial to meet the people who shape the brand every day. Creating a corporate culture that reflects the on-the-ground reality is a source of inspiration. Take the time to build a vision that matches the insights of employees. HOORAY, I’M USEFUL! C 4
  114. 114. My TBS by TBS - 2018 To boost employee adoption of a new digital platform, the brand set up an ambassador program. For each action carried out on the internal platform, the employee earned points and was thereby valued. The platform fostered bottom-up information sharing, allowing each employee to become a key contributor to the brand. Use a collaborative and bottom-up app to support business development. HOORAY, I’M USEFUL! C 4
  115. 115. D A STAR IS BORN D 4
  116. 116. 54% OF EMPLOYEES REPORT CHOOSING A CAREER THEY FIND MEANINGFUL. DELOITTE -MEANING AT WORK OR NOTHING- 2017 D 4
  117. 117. Calling All Creators by Adidas - 2015 To embody its "Creating the New" vision, Adidas opted to launch an internal campaign, "Calling All Creators," that illustrates designers' mentalities and how they try to reinvent the brand's classics. In parallel, a contest encouraged employees to use Adidas codes to create a video that captured the creative atmosphere in their workplace. Encourage employees to take ownership of the vision by presenting it in a new format. A STAR IS BORN D 4
  118. 118. A l’épreuve du goût by Système U - 2017 To bring its "Commerçants autrement" vision to life, the traders cooperative spotlighted its fresh-produce experts. During a MasterChef-inspired talent show, employees competed in three rounds: knowledge test, product recognition, and culinary preparation. The 14 10-minute videos were broadcast on MyTF1 and social networks, turning employees into real stars. Use TV production and broadcasting codes to promote employees. A STAR IS BORN D 4
  119. 119. Silence, ça enregistre by RATP - 2014 Through a program inspired by reality TV competition shows, public transportation company RATP conducted a four-day casting with its 45,000 employees to select the 20 “voices" that would have the privilege of informing users about the state of rail traffic. Personify the company by allowing employees to be its face and voice. A STAR IS BORN D 4
  120. 120. Go Beyond by Sheraton - 2014 The film and its print variations celebrated employees’ impressive dedication on a daily basis. For the hotel chain, it was a way of demonstrating to employees that their commitment and passion for the business are fundamental elements of the group's DNA. Create public campaigns that promote employees to show that they make up the brand identity. A STAR IS BORN D 4
  121. 121. Partner Insurer by BNP Paribas Cardif - 2014-2015 Insurance company BNP Paribas Cardif gave employees the opportunity to create the international launch campaign for their new brand platform. During a photoshoot, employees were asked to represent and convey the brand's personality. Give employees free rein to express their vision for the brand’s platform. A STAR IS BORN D 4
  122. 122. BONUS: TOP MODELS
  123. 123. A B C Besoin de participer Besoin d’appartenir I feel considered because my individuality is valued I feel considered because my critical thinking is valued I feel considered because my kindness is recognized MEANING TRUST I feel considered because I am changing the world Vacation Before You Start Volunteer Leave ShipIt Days Kuddos Feedback Mood App ATLASSIAN
  124. 124. A B C Besoin de participer Besoin d’appartenir I feel considered because my individuality is valued I feel considered because my critical thinking is valued I feel considered because my kindness is recognized MEANING TRUST I feel considered because I am changing the world Flexible Workspaces Day Site with CEO All-Staff Meeting Culture Compass Imagine Vote Yes GENERAL ELECTRIC

×