New ways of working & knowledge sharing - Dirk W. Bijl
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)
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