Meaningful Work @Wijs

The meaning of work @ Wijs Ilse Jansoone, HR Leaders Lunch 8/5

3,5 years in 29,5 minutes

1. Who is Wijs?

2. Vision on meaningful work

3. 7 building blocks

4. 7 guerillia tips

5. Wrap up > 0,5 min

> 5 min

> 14 min

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Who is Wijs?

Wijs in Tweet-style

Digital agency since 2006

All online

Digitale strategy, websites, facebook apps, online marketing, seo/sea, social, analytics…

58 FTE

Focused on results (sales, leads, conversions)

Merger Merger Merger

+426%+9%

2015: + 7 FTE & 3 planned on target for turnover and profit

FTE Profit before taxes Turnover

I'm proud of

Vision on meaningful work

Psychologist, passionate about innovation and growth of creative people

HR manager People manager CNO

Meaning = adding value

A “meaningful" organisation

Colleagues Society

create value in a balanced way

Make a the Web better

Customers

Company

Model optimal creativity

High

HighLow

Chal

leng

e le

vel

Skill level

Flow

Flow

Control

Relaxation

Boredom

Apathy

Worry

Anxiety

Arousal

Flow model van Mihaly Csikszentmihalyi (1990)

Model sustainable work

Demand Control (DC) model van Karasek (1979)

low tention actief

high tentionpassive

low high

high

low

challenge

controle options4

3

1

2

active

Top 7 building blocks of meaningful work

1. Clear vision and values

Model of Simon Sinek (2009) https://www.youtube.com/watch?v=sioZd3AxmnE

–Mission Wijs

Make the Web better!

We share our knowledge

'Open source' is a core value

We listen to the people

'User/people-centric' is a core value

2. Flat structure with self-organization

Account team Delivery team Creation team Service team

Turnover (closed won) Project profitability

Efficiency & effectivity Wijs profitability

Quality Personal profitability

Continuous service Team profitability

Team AMs

PMOs

S&M coord.

Team Portfolio Mgr

PMs

Finance

Team IA's

Des

Devs

OM's

Team Service coord.

Service eng's

Sysadmin

led by Sales & Mkt Mgr led by Managing Director led by Creation Mgr led by Portfolio Mgr

Support: office

Management team

HR IT R&D

3. Teams with roles

New role of coworkers

HR selection, onboarding new colleagues and interns, (qualitative) input for evaluations

IT

R&D

Sales support

Stimulator knowledge sharing

Quality guard

Innovation stimulator

Efficiency guard

Internal communication

input for offers and pitches, marketing (o.a. sales presentations, cases on the site, …), input about new products

or services (e.g. what we offer, how we can standardize)

coordination, steering, follow up of knowledge sharing initiatives in the group (starters + advanced people), coordination

knowledge labs, magazines, training, seminars, …)

Quality (e.g. how to test, define and guard standards)

innovation initiatives (e.g. shift to branding, offline, service design)

proces (e.g. effectivity en efficiency)

Rapportering, communication between the team and other teams/management, strive to maximal integration

in the team, guard overview, communicate the roadmap

Roles in creation team

Team developmentse

lf s

teer

ing

ski

lls

time

bundle individuals

group

team

open teamcoaching skills

craftsmanship &

knowledge

organisation skills

independency

collaborative skills

self-correcting skills

entrepreneur-ship

self-cleaning skills

Model of Flanders Synergy

New role of leaders

New role 'HR'

HR as leverHR as business partner

Wijs wants to make the Web better

Wijs want to make top talent better.

With great attention to the customer (customer intimacy)

Top talents Growth Wage Recruit

Opinion leaders Promotions/Mutations Comparatio Leadtime to fill vacancy

Who is the customer?

Who is the customer of the customer?

Don’t forget your PR role. Employer branding.

From HR manager to CNO

4. Steering on output

Organisational KPI’s

Profitable turnover

Earned value

>>Demolish the wall between sales and production

5. Transparancy in management

6. Clear growth paths and coaching

Informa(e*architect/junior/

Informa(e*architect/advanced/

Digitaal/Strateeg/advanced/

Informa(e*architect/senior/

Digitaal/Strateeg/senior/

.../

Front*end/Developer/junior/

Webdesigner/junior/

Front*end/Developer/advanced/

Webdesigner/advanced/

Webdesigner/senior/ .../

Front*end/Developer/junior/

Webdeveloper/junior/

Front*end/Developer/advanced/

Webdeveloper/advanced/

Webdeveloper/senior/ .../

Content/Writer/junior/

Online/Marketeer/junior/

Content/Writer/advanced/

Online/Marketeer/advanced/

Online/Marketeer/senior/

Strategic/Marke(ng/Consultant/advanced/

Strategic/Marke(ng/Consultant/senior/

.../

Sales/Assistant/junior/

PMO/junior/Account/Manager/Junior/

Sales/Assistant/advanced/

PMO/advanced/

Project/Manager/junior/

Account/Manager/advanced/

Projet/Manager/Advanced/

Account/Manager/senior/

Key/Account/Manager/junior/

Key/Account/Manager/advanced/

Project/Manager/senior/

Key/Account/Manager/senior/

.../

Client/Service/Medewerker/

junior/

Client/Service/Medewerker/advanced/

Client/Service/Coordinator/advanced/

Client/Service/Medewerker/

senior/

Client/Service/Coordinator/

senior/.../

Office/Manager/junior/

Boekhouder/junior/

Office/Manager/advanced/

Office/Manager/senior/

HR/Officer/junior/

Boekhouder/advanced/

HR/Officer/advanced/

HR/Officer/senior/

Boekhouder/senior/ .../

7. Strategic compensation

"best product"

product leadership

operational excellence "best total cost"

customer intimacy "best total solution"

operational competence

product differentiation

customer responsive

Model of Michael Treacy en Fred Wiersema (1997)

Customer Intimacy Operational excellence Product leadership

Focus Behavior Results

Basic salary Broad banding Markt conformity

Variable salary Average Targets: customer focussed

Benefits Market conformity

Market conformity External

Focus Controle

Basic salary Wage scale or narrow banding Based of job and years of experience

Variable salary Low Targets: operational results, profit…

Benefits Above the market

Market conformity Internal Based on hierarchy

Focus Behavior Long term results Flexibility

Basic salary Broad banding Based on competenties Based on the team Above the markt

Variable salary high Targets: profit and turnover new

products

Benefits Below the market

Market conformiteit Extern

Model of Attentia

Salary + Extra legal benefits + Non-financials

fix bonus based on seniority(jr ≠ Adv ≠ Sr)

7 guerillia tips

1. A vacancy?

Do not post an ad but write a blogpost.

(even better; let one of the team write it)

2. A vacancy?

Don’t do a selection interview but go have a coffee.

3. Learning need?

Don’t organise a training but a safari.

4. Measure satisfaction?

Don’t send a satisfaction enquiry but size the degree passion,

enthousiasm en pride.

5. Somebody is leaving?

Don’t do an exit interview but have a best-of-luck talk.

6. Manager is leaving?

Do not replace him/her! Rethink the responsibility in roles.

7. Teambuilding plans?

Don’t go rating in the Ardennes! But organise a hackathon.

Meanwhile…

Wrap up

Change is here

Make the creative economy now with more and more millenials

Start now

every day is an opportunity to start small and build towards the bigger goal

Get in the driver seat

As HR you are in a unique position. Do you dare too?

Thx and good luck bringing

the soul back to work

(with good results!)

@jansoone ilsejansoone.iswijs.be