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- 1. glennelliotthttps://www.rewardgateway.com/rebelplaybook Donec ullamcorper nulla non metus auctor fringilla. Presentation title | To learn more contact email@rewardgateway.com resnte Glenn Elliott Author of The Rebel Playbook for Employee Engagement & Founder at Reward Gateway Why work must change
- 2. hello
- 4. #nerd
- 5. #bignerd
- 8. BellCo
- 11. SUCCESS ADVANCEMENT SUCCESS SUCCESS FAILURE ADVANCEMENT ADVANCEMENT The Peter Principle Advancement in position is based on the candidate’s performance in their previous roles rather than performance in the current role
- 19. CEO 11 years
- 20. people + product = growth
- 21. people = product = growth
- 23. 71% “of leaders say employee engagement is critical to the success of my organisation”
- 24. 24% “of the same leaders say my workforce is highly engaged”
- 25. 70% US workers are not engaged 24% Workers globally are actively disengaged 51% Of our people are looking for a new job
- 26. we’ve never needed our people on side more
- 27. 1939 1949 1959 1969 1979 1989 1999 2009 20m 40m 60m 80m 100m 120m 140m 160m
- 39. We’ve been talking about engagement for 30 years.
- 40. At best 1% Engagement increase per year
- 41. We’re asking the wrong questions
- 42. “I’ve got disengaged people, what should I do?”
- 43. “I’m running a disengaging workplace, how should it change?”
- 44. The problem isn’t our people. The problem is our organizations.
- 46. The best companies do things differently. They rebel against the status-quo
- 48. They succeed by focussing on the inputs to engagement . They change how they do business
- 51. of employees don’t trust their CEO 51%
- 53. How do you make 250,000 employees feel like they have a seat at the table? The HSBC Exchange programme Manager does not talk There is no agenda Time belongs to employees 3rules
- 55. Embracing Glassdoor Promote constantly as one of your feedback channels Answer every single review in detail ideally at CEO level and ideally within 48 hours Listen, investigate, empathise, apologise rg.co/glassdoor
- 58. of candidates want a job where they feel like their work matters 74%
- 59. How could someone say what your company does to a friend in a bar or coffee shop in a way that would make them proud of where their work?
- 60. JFK & The Janitor
- 61. “Hi, I'm Jack Kennedy. What are you doing?"
- 62. "Well, Mr. President, I'm helping put a man on the moon."
- 64. rg.co/adamgrant Adam Grant Psychologist, author and Professor of Organizational Psychology
- 65. rg.co/adamgrant Teachers who believed in their purpose and felt that their actions had a meaningful impact on student’s lives had lower levels of stress and burnout.
- 66. rg.co/adamgrant “They were better able to cope with job stressors when they knew how much impact they were having on students. Because their work made a difference, it was worth putting up with long hours of grading and administrative red tape and angry parents”
- 68. in the North West are not inspired by the leaders of our businesses. 1.3m people
- 70. of the variance in employee engagement scores is related to managers and management practice 70%
- 74. £35 billion
- 76. of employees don’t feel recognised 78%but
- 77. we are wasting all the tenure money
- 78. of workers think leaders should spot good work and give praise and thanks when it happens 84%
- 79. Engagement Level of seniority Engagement increases as you move up the organisational hierarchy
- 80. Engagement Level of seniority Engagement increases as you move up the organisational hierarchy / Freedom, autonomy & accountability
- 83. do not feel there are sufficient opportunities for them to develop their careers with their current employer. 45% NW workers
- 85. Sarah F. Brosnan & Frans B. M. de Waal
- 92. The “F” word
- 93. Flexible Working
- 95. Inflexible Working I don’t care what your work is today, what it involves, what tasks or projects you have on. My primary concern is that whatever it is you do it from this desk, this chair between the hours of 9am and 5pm. That’s what matters to me.
- 96. Inflexible Working = Non-productive stress