strategy and people trends 2010

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After the Flood Root Watercooler Experience – Employee Strategy

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As organizations become increasingly complex, executives are faced with many challenges. Finding the best solutions to those challenges requires an honest assessment of the current state, a clear picture of where we want to go, and a game plan to help us get there. Without stepping back to understand the behaviors and actions currently being exhibited or recognizing those that support or compromise our desired business outcomes, we can miss the opportunity to consider them holistically. If the issues are discussed, it’s often in hallways and at the water cooler. Only by getting real issues to the table in real time can we build a foundation for success.

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Page 1: Strategy and People Trends 2010

After the Flood Root Watercooler™ Experience – Employee Strategy

Page 2: Strategy and People Trends 2010

Our Metaphor

Page 3: Strategy and People Trends 2010

What catches your eye?

•  Do the behaviors and situations impact our business results?

•  If so, how?

Page 4: Strategy and People Trends 2010

Top Measures that Matter

•  Studies by Ernst and Young tell us that investors believe strategy execution is more essential than market position, innovation, or even the strategy’s quality! But 70% of all strategies are not optimally executed.

•  Why is this happening?

Page 5: Strategy and People Trends 2010

Why Change Fails

•  In your experience, is this newsflash true?

•  Why or why not?

Page 6: Strategy and People Trends 2010

Employee Engagement

•  Employees fall into three categories: engaged, indifferent, and actively disengaged.

•  What are the characteristics of each category?

(Source: Gallup Management Journal)

Page 7: Strategy and People Trends 2010

Employment Value Proposition

•  The Employment Value Proposition (EVP) is the value that an employee receives for working for an organization.

•  What are the key components of EVP for an employee today?

Page 8: Strategy and People Trends 2010

TREND: Don’t ask me to lead!

•  62% of workers don’t want to take a leadership role.

•  44% will look for a new job when the economy picks up because their careers are stagnant.

•  75% of workers are “somewhat to very” stressed about their current workload and jobs.

(“Employee Satisfaction: The Key to Success?” HRFocus, April 2010)

Page 9: Strategy and People Trends 2010

TREND: You want my loyalty because you didn’t fire me? I want more!

•  Companies that want to retain top performers are offering more flexible work arrangements and training.

•  They promise future raises, promotions, and performance-based incentives.

(“The Edge Report,” Robert Half, CareerBuilder, September 2009, and “6 Job Market Trends to Watch,” Careerbuilder.com, April 1, 2010)

Page 10: Strategy and People Trends 2010

TREND: I’m headed for another job.

•  60% of employees intend to leave their employers this year; another 21% are “keeping options open.”

•  Retention and engagement are top HR priorities.

•  Companies need to build trust and provide open and transparent communication.

(“Employee Discontent Expected to Reach Crisis Level Next Year,” Right Management, Nov. 17, 2009)

Page 11: Strategy and People Trends 2010

TREND: Managing the war for talent

•  94% of executives surveyed are making talent management a top priority.

•  Employers recognize that three-quarters of their workforce feel overworked and underappreciated.

(“Employee Discontent Expected to Reach Crisis Level Next Year,” Right Management, Nov. 17, 2009)

Page 12: Strategy and People Trends 2010

TREND: Are high potentials ready to step up?

•  70% of today’s top performers lack critical skills that are essential to their future success.

•  Organizations invest in “high potentials,” but they may not be ready or willing to step into a leadership role.

(“How to Keep Your Top Talent,” Harvard Business Review, May 2010)

Page 13: Strategy and People Trends 2010

TREND: Where have all the people gone?

•  A recent survey showed that four out of 10 companies have a talent shortage.

•  Resource cutbacks have decreased focus on the recruitment pipeline.

(“A War for Talent or a War for Dead Wood?” Management-issues.com, March 10, 2010)

Page 14: Strategy and People Trends 2010

TREND: Out of work? Head back to college.

•  More than 11 million students are attending community colleges in the U.S.

•  In 2009, $31 billion in stimulus money was set aside to boost tuition tax credits and increase grants.

(“More Laid-Off Workers Are Going Back to College,” Reuters, Mar. 26, 2009)

Page 15: Strategy and People Trends 2010

To Consider

•  What workforce trends would you add?

•  How can we keep our best and brightest as the economy improves?

•  What will help people get energized and excited about the future?

•  A year from now, what do you hope this sketch says? How would you draw it?

Page 16: Strategy and People Trends 2010

How Can Root Help You?

•  We hope you find this experience useful. If you’d like to learn more, please contact us or go to www.rootlearning.com.

•  Root uses visualization, data, and dialogue to drive connections and insights for its clients around the globe.