Strategy and People Trends 2010
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Transcript of Strategy and People Trends 2010
After the Flood Root Watercooler™ Experience – Employee Strategy
Our Metaphor
What catches your eye?
• Do the behaviors and situations impact our business results?
• If so, how?
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?
Why Change Fails
• In your experience, is this newsflash true?
• Why or why not?
Employee Engagement
• Employees fall into three categories: engaged, indifferent, and actively disengaged.
• What are the characteristics of each category?
(Source: Gallup Management Journal)
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?
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)
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)
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)
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)
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)
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)
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)
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?
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.