Building the Simply Irresistible Organization

Global talent challenges
1 Culture and Engagement
2 Leadership
3 Simplification of Work
4 Reinventing HR
3,300+
LEADERS IN
106 COUNTRIES

Global leadership
A perennial issue on the minds of business and HR
leaders is leadership!
Challenges:
•  Grow leaders around the world
•  Develop first-line and mid-level leaders
•  Accelerate leadership among Millennials
OF COMPANIES FEEL THEY
HAVE A SOLID PROGRAM TO
BUILD LEADERSHIP AMONG
MILLENNIALS
5%

By the year 2025,
Millennials
will comprise 75%
of our entire global
workforce!
I’m not really
looking for a
career as much as
I am looking for an
experience!
M I L L E N N I A L S : D R I V I N G T H E N E W E T H O S F O R W O R K
BPW Foundation’s Gen Y Study April 2011

Millennials: Driving the New Ethos for Work
Millennials will evaluate your company by its mission,
purpose, value, and sustainability — not only by their
own opportunity.
The Millennial Survey 2014 by Deloitte; 7,800 respondents in 28 countries
SAY BUSINESS
SHOULD DO
MORE TO
IMPROVE LIVING
STANDARDS
71%
TRUST
BUSINESS
LEADERS TO
MAKE ETHICAL,
HONEST
DECISIONS
20%
SAY
INNOVATION
INFLUENCES
EMPLOYER
CHOICE
78%
THINK
MANAGEMENT IS
THE BIGGEST
BARRIER TO
INNOVATION
61%
SAY THEIR
ORGANIZATION
COULD DO MORE
TO CREATE
FUTURE
LEADERS
75%

Companies with a soul
Soul
Joey Reiman, author of The Story of
Purpose, said it well,
People are not motivated by
the bottom line. It’s about the
human factor—and purpose
is the driver. It’s what stirs
our souls and inspires us to
do great things over a
sustained period of time.

Passion and purpose

Passion and purpose (cont’d)
“Soul” is part of being an irresistible organization
RETURN FROM 1996
THROUGH 2006
122%
RETURN FROM 1996
THROUGH 2006
1026%8x
HIGHER
S&P 400 FIRMS FIRMS OF ENDEARMENT

Engagement still startlingly low
STATED THAT EMPLOYEE
ENGAGEMENT IS AN URGENT
OR CRITICAL PROBLEM
87%
Only 13% of
employees
worldwide are
highly engaged
Actively disengaged
outnumber engaged
employees 2:1
Source: Gallup (142 countries)
$500 BILLION
IN LOST
PRODUCTIVITY
AND HIRING
COSTS
WORLDWIDE

The overwhelmed employee
AVERAGE USER
CHECKS CELLPHONE
150
TIMES A DAY
TODAY’S OFFICE
WORKER CAN ONLY
FOCUS FOR
6MINUTES
ON A SINGLE TASK
41%OF THEIR TIME
KNOWLEDGE WORKERS SPEND
ON DISCRETIONARY ACTIVITIES
Source: Larry Rosen, Julian Birkenshaw and Jordan Cohen noted in
Harvard Business Review
We are bombarded with information…
CHANGE SCENES
THAN 4 YEARS AGO
35%
MORE OFTEN

The overwhelmed employee (cont’d)
A problem with no solution?
RATED THE NEED TO SIMPLIFY WORK
AS AN URGENT OR GROWING
PROBLEM
75%
HAVE AN EFFECTIVE PROGRAM TO
SIMPLIFY WORK
12%

STRONGLY
BELIEVE THEY
HAVE A
REPUTATION
FOR SOUND
BUSINESS
DECISIONS
30%
FEEL HIGHLY
CONFIDENT
THAT THEY
ARE EFFICIENT
28% FEEL
CONFIDENT
THAT THEY
ARE
ADAPTING TO
EMPLOYEE
NEEDS WELL
22%
FEEL THAT THEY
ARE ADEQUATELY
PLANNING HR FOR
THE COMPANY’S
FUTURE NEEDS
20%
SKILLS OF HR
Perhaps the most important findings of all….
Only….
Source: Bersin by Deloitte High Impact HR Research 2014

Skills of hr (cont’d)
Perhaps the most important finding of all….
FEEL THEY HAVE ROBUST
PROGRAMS TO HELP IN
TRANSFORMING THE
HR FUNCTION
11%RATED THE NEED TO RESKILL,
REORGANIZE, AND TRANSFORM
HR AS A HIGH PRIORITY
71%

The Simply Irresistible
Organization©

The Simply Irresistible Organization®
(cont’d)
Meaningful
Work
Purposeful
Management
Flexibility and
Inclusion
Growth
Opportunity
Trust in
Leadership

THESIMPLYIRRESISTIBLEORGANIZATION
Meaningful Work
AUTONOMY
AND FREEDOM
TO
CONTRIBUTE
SELECT
THE RIGHT
FIT
TIME
FOR
SLACK
SMALL
EMPOWERED
TEAMS

P u r p o s e f u l M a n a g e m e n t
INSPIRE
AND
COACH
INVEST IN
DEVELOPING
GOOD
MANAGERS
REWARD
THOSE WHO
DEVELOP
OTHERS
“ ”
As GE put it,
managers have to be
more electric
and
less general
“ ”

THESIMPLYIRRESISTIBLEORGANIZATION:
PurposefulManagement
M o d e r n P e r f o r m a n c e M a n a g e m e n t (cont’d)
Modern Performance Management
REGULAR
FEEDBACK
STRENGTHS-
BASED
ASSESSMENT
READJUSTMENT
OF GOALS
COACHING
AND
DEVELOPMENT
Only 8%OF COMPANIES STUDIED BELIEVE THE TIME
THEY PUT INTO THEIR PERFORMANCE PROCESS IS
DRIVING SIGNIFICANT VALUE!

F l e x i b i l i t y a n d I n c l u s i o n
FLEXIBLE,
HUMANISTIC
WORK
ENVIRONMENT
OPEN OFFICES
AND SPACE
TO MOVE
DIVERSE,
INCLUSIVE
RECOGNITION
AND
THANKS
OF HIGHLY
ENGAGED
EMPLOYEES
REPORT BEING
RECOGNIZED
MONTHLY OR
MORE
71%OF
PROFESSIONAL
MEN WOULD
LIKE TO WORK
FEWER HOURS
40%
HIGHER
LEVELS OF
INNOVATION
40%
MORE
AGILE
5X
Source: More Magazine, Entrepreneur Magazine and Bersin by Deloitte

One of the top reasons people leave
organizations is that they “can’t grow
here.”
G r o w t h O p p o r t u n i t y
CAREER AND
TALENT
MOBILITY
MODERN
LEARNING
ENVIRONMENT
“PULL VS.
PUSH”
SUPPLY CHAIN
OF SKILLS

THESIMPLYIRRESISTIBLEORGANIZATION:
.
Trust in Leadership
EMPLOYEE LOYALTY
ENGAGEMENT
PROFIT
=
$ $$ $
TRUST
AND
PURPOSE
KINDNESS
INVESTMENT
IN
PEOPLE
INSPIRATION
Source: Zeynte Ton, The Good Jobs Strategy.

Implementing the Irresistible Organization Strategy
Assess
Engagement
(Use the Five
Elements)
Define your
Culture
Collect
Feedback
(Frequently & Real Time)
Communicate
w/Management
& Take Action

How will you make your organization as irresistible
as cupcakes?

Questions and Discussion

About Deloitte
As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a
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Copyright © 2015 Deloitte Development LLC. All rights reserved.
Member of Deloitte Touche Tohmatsu Limited

Building the Simply Irresistible Organization

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