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Great Place to Work®
R.O.I. based on managers’ culture : The Great Place To Work® Experience !
6th of June 2013
Patrice BRUN, Managing Director
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Who we are !
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History
1991
1998
2002
2011
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Global network EUROPE Austria Belgium Denmark Finland France Germany Greece Ireland Italy Luxembourg Netherlands Norway Poland Portugal Spain Sweden Switzerland United Kingdom MIDDLE - EAST United Arab Emirates Saudi Arabia Turkey
We study workplaces in almost 50 countries. We survey 11 million employees and assess 5700 companies annually.
NORTH AMERICA United States Canada LATIN AMERICA Argentina Bolivia Brazil Central America Chile Colombia Ecuador Mexico Paraguay Peru Uruguay Venezuela ASIA-PACIFIC Australia India Japan Korea China AFRICA Nigeria
What we do!
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MISSIONS
To honor “Best workplaces” based on our naTonal prized list (ceremony, employer branding, becoming an employer of choice) = MarkeTng & CommunicaTon return To help companies becoming Great workplaces based on : • our consulTng services (detailed analyses, advices & recommendaTons) • Our training program for managers & middle managers = Strategic return
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POSITIVE RECOGNITION
Trust
credibility
fairness respect
Employee
pride camaraderie
relationship with other employees
relationship to your job
relationship with
management
support collaboration caring
equity impartiality
justice
personal job team organization
Intimacy hospitality
community
two-way communication competence integrity
What is a Great Workplace? Employee Perspective
Any workplace can be measured through five dimensions: credibility, respect and fairness
(which are attributes of trust), as well as pride and camaraderie.
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Methodology Great Place to Work® Model ©
The Trust Index© 1 questionnaire per employee 59 closed questions, 2 open + Demographics Paper and/or online Available in 40 languages (including Luxemburgish) 10 to 15 minutes Personalization 15 days window (extensible) A reminder sent at beginning of week 2
5 dimensions Model© Communication Competence Integrity
Equity Impartiality Justice
Personal Job Team Organization
Intimacy Hospitality Community
Credibility
Respect
Fairness
Pride
Support Collaboration Caring
Camaraderie
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What is a Great Workplace? Manager Perspective
Great Place to Work® Model ©
The Culture Audit© 1 questionnaire per company Evaluation of your management practices Delegate sections/open questions if you want Allows a photography of the actual situation of your company
inspiring
speaking listening
hiring
celebrating
sharing
caring
thanking
developing
Trust
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R.O.I. of BEST WORKPLACES
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?
? ?
?
? ? ? 11
1er COPLANING
LUXEMBOURG RANKING 2013
2ème CTG Luxembourg PSF
3ème OPF PARTNERS
-‐ ATOZ
-‐ AUTOPOLIS
-‐ ING LUXEMBOURG
-‐ LOYENS & LOEFF
-‐ DIMENSION DATA
(Rankes by alphabe.cal order)
-‐ ADECCO GROUP LUXEMBOURG
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The Benefits of recogniTon : Brand awareness
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The Benefits of recogniTon : Readership
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ü National media level through : § L’ESSENTIEL § AMCHAM § AGEFI § HR ONE…
ü International level through our website :
www.greatplacetowork.lu
The Benefit of the survey !!
Raise of employees’ satisfaction
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Aver
age
% o
f ans
wer
s to
TI S
urve
y
The Benefits of recognition : Self-awareness
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ü A snapshot of your employees’ trust levels through a complimentary Trust Index© Summary Report.
ü Benchmark your company against The best companies and industry peers.
ü The ability to identify departments and locations that may be suffering from low levels of trust.
ü The ability to understand your highest impact HR programs and refine your offerings to maximize every euro.
The Benefits of recogniTon : RecruiTng
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Attract Top talent On average, Best Companies receive 42 qualified applicants for every open position.
The Benefits of recognition : Retention
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Voluntary turnover is 2 to 4 times lower among Best Companies than industry norms.
LESS TURNOVER IS MORE CUSTOMER LOYALTY
The Benefits of recognition : Retention
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The Benefits of recognition : Financial performance
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Better Financial Performance Independent studies show publicly-rated Best Companies consistently outperform major stock indices by a factor of 2.
The Benefits of recognition : financial performance
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! ! !
!
! ! ! 22
Combination of the 2 !!
R.O.I. based on Managers’ culture
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Maslow’s hierarchy of human needs
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What we stand for in our Leadership Development Training
"A great place to work is one in which you trust the people you work for, have pride in what you do, and enjoy the people you work with.”
“ A great workplace is one where you achieve organizational objectives, with employees who give their personal best and work together as a team / family, all in an environment of trust.” — Robert Levering, Co-Founder, Great Place to Work®
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What we stand for in our Leadership Development Training
? MANAGER
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What we stand for in our Leadership Development training
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Ø Build relationships based on TRUST ü From the 1st day (and even before) ü On every opportunity
Ø Consider whole persons not employees
Ø Individualize / Adapt your management Ø 3 frames
Ø Learn how to build GIFTWORK® practices
Ø Base actions on the company’s culture and to reinforce it
Why it macers ?
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Why it macers ?
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Ø Managers and middle managers have the most significant interactions in the day to day life of the workforce. Ø No matter what are your policies, no matter the amount of
money you put in your well-being programs, a failure in the relationship with the manager will lead an employee to quit.
That’s why we have developed a specific training for managers and middle managers.
Manager’s culture Performance
Time
A
B
Satisfied
Engaged
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Manager’s culture
• 1 GREAT PERSON = 3 GOOD PEOPLE Kip TINDELL – Container Store
• Goal : Move from a satisfied workforce to an
engaged team.
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Manager’s culture
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Communication : Consistent
Reliable Predictable
Effective Thoughtful
Compassionate Courteous
Example : Flexibility It’s not working everywhere, all the time; it’s working anywhere, anytime.
Culture
Performances
Well-‐being
Engagement
Empowerment
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R.O.I. based on H.R. Managers
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Company’s Culture
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Who has a video presenting its company and its culture ?
Who has the internal ressource to do it ?
Strategy
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Think ahead and Fit to the evolution
• Training
• Recruitment
• Retention
• Combination
• Data mining
Passing the message
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How to address information to top management ?
Talk their language : numbers and even more : € and savings / ratios
Passing the message
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Cost of turnover : 1,5 times / cost of the employee Employee : 40 k€ For a company of 100 employees with a voluntary turnover rate lowered by 1% due to increase in satisfaction :
You save 60k€!!
Let’s say that you have invested in a summer barbecue party or putting money in ping pong tables in a room… you company would look like this!
Passing the message
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P/Unit 400€ ó 150 tables
Passing the message
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Price of beef : 20€ / kg Normal meal size 200g with 60k€ you have : • 3000 kg representing • 15000 portions representing • 150 barbecues
OR
Passing the message
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So please save the cows from playing ping-pong:
communicate the right way with top management!
Trends 100 Best
Workplaces to for in America 2013
ProspecTve
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3 Trends
Employee well-‐being Employee development Global workforce
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Employee development
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Employee development
ü Leadership development (training, coaching, and unique development programs)
ü Carreer roadmapping
ü Diversity development
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To conclude…
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TO SUM UP
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Ø Build relationships based on TRUST in your companies
Ø Embed actions in companie’s culture
Ø Assist and train managers on their Management’s culture
Ø You are managers too: Ø you are one of the master key of the future
success of your company Ø you have to communicate internally the right
way to be heard
Contact
Patrice BRUN Managing Director
+352 26 27 69 21
InsMtut Great Place to Work® Luxembourg 5 rue des mérovingiens,
Z.I.A. Bourmicht L-‐8070 Bertrange
www.greatplacetowork.lu
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