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Investors in People
Sixth generation Standard
Thomas Bale
@thomasbale
Head of Marketing
Investors in People
• Technology
and digital
• Globalisation and
economic change
• Workforce and
demographics
Un-predictable biProcess & automation
How do you
drive sustainable
performance in
this context?
Inputs Activities Outcomes Sustainable
outcomes
investorsinpeople.com/da
shboard
We must empower our people
to innovate, to think about the
“what if…”, Warren Richmond
Firms that focus on these approaches
How they set goals
0-20% 20-40% 40-60% 60-80% Outperformers
80%+
“I don’t set performance objectives for m
Efficiency percentage
0-20% 20-40% 40-60% 60-80% Outperformers
80%+
“I set ambitious performance objectives for some
Efficiency percentage
Efficiency percentage
0-20% 20-40% 40-60% 60-80% Outperformers
80%+
“I set ambitious performance objectives for
everyone in my team/organisation”
Efficiency percentage
Efficiency percentage
Reward and recognition
• Most stretching indicator
within the sixth generation
Standard
• Greatest potential uplift in
performance for
organisations with less than
50 employees
• 2nd /3rd most important factor
for medium and larger
organisations respectively
1. “I feel appreciated for the
work I do”
2. “My organisation is flexible in
its approach to recognition
and reward”
3. “My team are consistently
recognised when we exceed
expectations”
Process in place
investorsinpeople.com/da
shboard
X underperform
✓ Outperformer
X underperform
X underperform
£££
investorsinpeople.com/da
shboard
X underperform
✓ Outperformer
X underperform
X underperform
What did the data tell us?
Set ambitious goals. For everyone. “The Heineken
Effect”
Practices and processes don’t mean outcomes.
Two small words can have a big impact on your
bottom line…
Q & A
Delivered by Grant Thornton UK LLP - the licensed
delivery partner for the South of England

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Thomas bale presentation (23rd october)