Meaningful Work @Wijs
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Transcript of Meaningful Work @Wijs
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The meaning of work @ Wijs Ilse Jansoone, HR Leaders Lunch 8/5
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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
> 5 min
> 5 min
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Who is Wijs?
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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)
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Merger Merger Merger
+426%+9%
2015: + 7 FTE & 3 planned on target for turnover and profit
FTE Profit before taxes Turnover
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I'm proud of
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Vision on meaningful work
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Psychologist, passionate about innovation and growth of creative people
HR manager People manager CNO
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Meaning = adding value
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A “meaningful" organisation
Colleagues Society
create value in a balanced way
Make a the Web better
Customers
Company
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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)
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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
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Top 7 building blocks of meaningful work
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1. Clear vision and values
Model of Simon Sinek (2009) https://www.youtube.com/watch?v=sioZd3AxmnE
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–Mission Wijs
Make the Web better!
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We share our knowledge
'Open source' is a core value
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We listen to the people
'User/people-centric' is a core value
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2. Flat structure with self-organization
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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
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3. Teams with roles
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New role of coworkers
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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
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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
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New role of leaders
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New role 'HR'
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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
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Who is the customer?
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Who is the customer of the customer?
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Don’t forget your PR role. Employer branding.
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From HR manager to CNO
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4. Steering on output
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Organisational KPI’s
Profitable turnover
Earned value
>>Demolish the wall between sales and production
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5. Transparancy in management
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6. Clear growth paths and coaching
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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/ .../
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7. Strategic compensation
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"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)
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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
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Salary + Extra legal benefits + Non-financials
fix bonus based on seniority(jr ≠ Adv ≠ Sr)
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7 guerillia tips
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1. A vacancy?
Do not post an ad but write a blogpost.
(even better; let one of the team write it)
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2. A vacancy?
Don’t do a selection interview but go have a coffee.
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3. Learning need?
Don’t organise a training but a safari.
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4. Measure satisfaction?
Don’t send a satisfaction enquiry but size the degree passion,
enthousiasm en pride.
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5. Somebody is leaving?
Don’t do an exit interview but have a best-of-luck talk.
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6. Manager is leaving?
Do not replace him/her! Rethink the responsibility in roles.
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7. Teambuilding plans?
Don’t go rating in the Ardennes! But organise a hackathon.
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Meanwhile…
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Wrap up
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Change is here
Make the creative economy now with more and more millenials
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Start now
every day is an opportunity to start small and build towards the bigger goal
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Get in the driver seat
As HR you are in a unique position. Do you dare too?
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Thx and good luck bringing
the soul back to work
(with good results!)
@jansoone ilsejansoone.iswijs.be