Thomas bale presentation (23rd october)
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Transcript of Thomas bale presentation (23rd october)
Investors in PeopleSixth generation StandardThomas Bale@thomasbaleHead of MarketingInvestors in People
2009
20112009
20152011
2009
• Technology and digital
• Globalisation and economic change
• Workforce and demographics
Un-predictable bitProcess & automation
How do you drive sustainable performance in this context?
Inputs Activities Outcomes Sustainable outcomes
investorsinpeople.com/dashboard
We must empower our people to innovate, to think about the “what if…”, Warren Richmond
Firms that focus on these approaches
How they set goals
0-20% 20-40% 40-60% 60-80% Outperformers 80%+
“I don’t set performance objectives for my team”
Efficiency percentage
0-20% 20-40% 40-60% 60-80% Outperformers 80%+
“I set ambitious performance objectives for some of my team”
Efficiency percentageEfficiency percentage
0-20% 20-40% 40-60% 60-80% Outperformers 80%+
“I set ambitious performance objectives for everyone in my team/organisation”
Efficiency percentageEfficiency percentage
Reward and recognition• Most stretching indicator
within the sixth generation Standard
• Greatest potential uplift in performance for organisations with less than 50 employees
• 2nd /3rd most important factor for medium and larger organisations respectively
1. “I feel appreciated for the work I do”
2. “My organisation is flexible in its approach to recognition and reward”
3. “My team are consistently recognised when we exceed expectations”
Process in place
investorsinpeople.com/dashboard
X underperformer
✓ Outperformer
X underperformer
X underperformer
£££
investorsinpeople.com/dashboard
X underperformer
✓ Outperformer
X underperformer
X underperformer
What did the data tell us?
Set ambitious goals. For everyone. “The Heineken Effect”
Practices and processes don’t mean outcomes.
Two small words can have a big impact on your bottom line…
Q & A
Delivered by Grant Thornton UK LLP - the licenseddelivery partner for the South of England