Koen Van GestelHead of Prevention & Environmental Department

Brussels Innovation Center

Vibrant Living @ Procter & Gamble

Agenda

Procter & GambleThe Vibrant Living program

• Goals and Objectives

Mental Wellbeing in P&G• Overview program elements

ResultsQuestions

Procter & Gamble

Founded in 1837 in Cincinnati (USA) • 130 000 employees

• 300 brands in 140 countries

• 22 Billion $ brands

• Activities in 80 countries

Our Products

P&G BrusselsInnovation Center

Biggest EuropeanResearch & Development Center

Sales organization Benelux

Engineering EMEA

1561 P&G employees~ 40 nationalities

HP and JLL partners~ 160 employees

The ‘Vibrant Living’Program

Vibrant Living is part the Global CY Objectives (OGSM)‘unleash your energy to execute with excellence’

and as such integrated in the Action Plan of the Brussels Campus!

Action plan (3 years) with clearly defined success measures Annual Employee Satisfaction Survey• Work/life balance + 2• Wellbeing + 2

Focus Areas  Our key focus areas for the site will be related to the following P&G Survey Categories:

Focus Area 2010 P&G Survey Score Score vs Last Year Target 2011 o Simplification 53% +2 +5 o Work Life Effectiveness

Personal Wellbeing 53% 64%

-2 -1

+5

o Relationship with Manager Career & Guidance Rewards & Recognition Purpose Inspired Growth

75% 60% 54% 71%

+4 +3 +5 n.a.

+5

o Diversity & Inclusion 78% +2 +5

OGSM B.I.C. Action B.I.C. In Process Measures of Success Lead

GBS Services • Simplify HR Systems and Processes (need or not/ 80-20) • HR/ES Partnership (HR GBS Scorecard review with Leadteam) • Digitization: Get Back 30; Open & Go; New collaboration tools • CA approved Food & Beverages • Agile and Sustainable Work Environment

• Fewer HR Systems and Processes • Simplification Index Scores • GBS Customer Satisfaction Rate • 1 new collaboration tool per Q with support training • Work Life Effectiveness Scores • Master Plan to engage and test (structural change)

HR: M. Wesseling SLC: P. Arlequeeuw

Vibrant Living Program Body: Health Service, Nutrition, Stress Mgmt, P&G Health & Beauty alive Mind: Corporate Athlete, Life Balance, 80/20, Strengths Training Agility: FWA tools, Gen Y training modules CA Action Plan & training participation

o External Benchmarking(IPMG.Exectuve Cycle and Hay-best in class)

o Deployment Vibrant Living Action Plan Work Life Effectiveness Scores Personal Wellbeing Scores Increase flexibility in Work Regulations % of CA at B.I.C.

o Learn from the best (use CMK)

HR: G. Vanhoutte SLC: D. Straathof

Capability Building o PACE Clarification o Band 4/5 Involvement o Mandatory Training People Managers, incl. remote employees o Introduce Speed of Trust and Situational Leadership; o Include retention mgmt & communicate ‘tough love’ in NMEL course o Corporate Citizenship Training

o Deploy in LT meetings & adaptation rate o % of band 4/5 as trainers per organization o Career & Guidance Scores • Single focused training plan (80/20 target) • Training Qualifications • Trainer Distribution

HR: D. Baute SLC: L. Suykens

Diversity & Inclusion o Gen Y learnings o Age and Gender diversity

o Generations differences o Cockpit Diversity Module

• Glide path B4/B5 lead • Change policies/procedures

HR/SLC: J. Delbar

1. Simplify Scale and Digitize to Execute for competitive advantage 2. Lead change to win with consumers and customers by driving P&G Core Strengths 3. Diverse, Purpose-inspired leadership at all levels

HR Excellence and Equity • Capabilities (L&D/OD/Coaching) • Quality of Services

o HR Customer Satisfaction Rate > 85 points • Functional training in place for line leaders • Review and reduce HR Systems –elimnate 5 systems

(legacy or non harmonized systems )

HR/SLC: J. Delbar

We create a healthy work environment in which we win every moment of truth with every employee by driving Simplification, the Vibrant Living Program, on site infrastructure and build organizational, managerial and individual capabilities.

WHAT: B.I.C. SITE ACTION PLAN 2010/2011

Action Plan

* The B.I.C. Site Action Plan is well integrated with your specific organizational action plans.

 

From Wellbeing to the Global “Vibrant Living” Initiative

Integrate in 1 coherent B.I.C. Action Plan:B.I.C. Wellbeing Program ElementsCorporate Athlete Action PlanPower of Us programs Agile OfficeThe WE Vibrant Living Toolbox & WE Vibrant Living website

3 Pillars: Body, Mind & Agility

Vibrant Living 2010/11

Link with Company PVP’s and Action plans Leading by example100% participationMind (focus), Agility (flexibility) & Body (health)Tracking of results

Physical

Emotional

Mental

Spiritual

for C

orpo

rate

Ath

lete

s

Leadership Sponsors: John Metselaar, Jean Delbar

How to reach objectives?

Establish Supportive Culture & EnvironmentVISIBILITY

LEADERSHIP ROLE MODELING

Inspire, Energize & Engage More PeopleCOMMUNITY ADOPTION

I Take Charge of My Life MY MISSION STATEMENT

CAParticipants

Work/Life Effectiveness

Personal Wellbeing

Fit and healthy lifestyle

Energy outside of work

+ 5pts

+ 8pts

+13pts

+ 6pts

+10pts

+10pts

+10pts

+15pts

Fitness

+12pts

+17pts

+20pts

+18pts

+16pts

+13pts

+17pts

+17pts

Health Programs

Other Initiatives

B.I.C. scores versus non-participants

The Mental Well Being Program

Linked with ‘Mind’ pillar of VL programDifferent Initiatives:

• Interactive Self-Assessment Tool = ISAT• Corporate athlete• Employee Assistance program• Network ‘Persons of trust’• Leadership trainings and info sessions• ‘Coping with stress’ trainings• Others…

• Online Self Assessment Program for Mental Well Being:• Confidential, easy to use, easy accessible, voluntary

• Individual assessment and info tool

• With reference to P&G programs, contact persons and procedures

• Which allows us to assess issues/problems • In order to focus on site/organizational/departmental needs

Interactive Self Assessment Tool (ISAT) - Program

for Stress and Well Being

ISW LIMITS®

Stress – Well Being Model

Stress

Task challengesTeam

OrganisationSocio-economical context

Job demands

WORK SITUATIONDIMENSIONS OF IMPACT/RISK

INDICATORS OFWELL-BEING

Motivation

Undesirable behaviourat work

’

• ISW Limits®: Spin off Leuven University

• ISW Questionnaire = Inventory on Stress and Well Being

• Standard Questionnaire for Psychosocial risk assessment in WE

• External reference group (benchmark)

• ca. 28.000 data points from > 65 compamies and organizations

of different economical sectors

• Weighted on 4 socio-demographical characteristics:‘gender’, ‘age’, ‘educational level’ and ‘staff category’

ISAT

Launched in spring 2010

ISAT login

Questionnaire

Feedback

Background Info

Reference CY specific Programs

Individual Report + Sharing Option

• ‘In house’ global CY program• 2 day training session:

Pre-work

Pre-assessment by Colleagues, Partner and/or Friends

Follow up by CA ambassadors (Vitamine sessions)

‘Corporate Athlete’ Program

Individual Support for Employees/Family Members in case of Work/Non-work related Problems/Concerns

• 24/24• Confidential• Coaching sessions

‘Employee Assistance’ Program

•‘Internal’ Prevention Advisor Psychosocial Aspects• Network Persons of Trust:

• All Organizations• Annual Interactive trainings• Quarterly meetings• Organizational Awareness of ‘PoT’ Network

Network Persons of Trust

• Mandatory Online Leadership training• Awareness Mental Well Being in Leadership trainings

New/Experienced Manager Emerging LeaderPeople Manager Workshop

• Infosessions Burn out/ Stress for Leadership

Leadership Trainingand – Info Sessions

• Objectives:Explanation of the model of work-related stress and individual stressRecognition of personal stress signalsUse of stress coping techniquesPro-active approach to reach personal balance and maintain a healthy life

• 2 day ‘Interactive’ Workshop and Individual Follow up session • All Employees• Small teams

‘Coping with Stress’ Workshop

Work life Balances trainings‘7 Habits’ sessions80/20 trainingsVibrant Living Corners Vibrant Living intranet siteVibrant Living Toolbox Tai Chi / MassageCase management…

Other Initiatives

ISAT Evaluation December 2010Results

• Kick off BIC May 2010 • Answers November 2010

• 462 employees (vs 1561 employees) 30%

• Voluntary!

Usage ISAT

Internal Goal: 35%

Response Ratio

Department respons ratio33.3%

66.7%66.7%

85.7%40.9%

30.0%80.0%

20.1%16.0%

26.3%53.6%

28.6%15.4%

35.1%28.6%

20.0%42.9%

29.2%16.2%

36.7%

CMKMKT

HRExternal Relations

FinanceLegal

Capital PurchasesPS/Engineering/Purchases F&HC/Transport purchases

CF/GCO -R&DMDO WE

Household care WideWE Fabric Care/CEEMEA Fabric care

P&G Professional R&DHome Care

Global oral CarePet Care

SnacksPrestige

Salon ProfessionalGBS

• High score versus external referencegroup!• indicators of Well Being 19 Questions

Stress/Motivation/Undesirable behavior 9 significantly better (>25%)9 in comparison1 lower (< 25%)

(cognitive complaints -> distraction/concentration)• Risk Factors 40 Questions

Job Demands/Task challenges/Team Organisation/ Socio-economical context

32 significantly better8 in comparison0 lower

Overall Results

Welzijn op het werk optimaliseren

TevredenheidPerformantieMotivatieBetrokkenheidLoyaliteitSamenwerking…

AbsenteïsmeVerloopStressOngewenst gedragFysieke klachten Psychische klachten Conflicten…

Persoon 

Preventieve acties

PrimairVoorkomen

SecundairAanpakken

TertiairHerstellen

DoelArbeidssituatie

© ISW LIMITS 2007

Taak

Team

Organisatie

Context

Welzijn op het werk optimaliseren

TevredenheidPerformantieMotivatieBetrokkenheidLoyaliteitSamenwerking…

AbsenteïsmeVerloopStressOngewenst gedragFysieke klachten Psychische klachten Conflicten…

Persoon 

Preventieve acties

PrimairVoorkomen

SecundairAanpakken

TertiairHerstellen

DoelArbeidssituatie

© ISW LIMITS 2007

Taak

Team

Organisatie

Context

• External benchmarking group (n: 28000)

• Higher Frequency cognitive complaints*Overall trend in population Potentially caused by: Design Workplace, Multitasking, Workload,…

• Focus on:Employee InvolvementComplexity (simplification workprocesses)Workload (W&Dplan)

*I’m distracted or find it hard to concentrate myself during my job’

External Benchmarking

• Employee Satisfaction Survey 2011Focus on Mental Well BeingWork/life balance

• Spring 2011

Internally

VIBRANT LIVING: THEW WAY WE WORK, THE WAY WE LIVE!

Questions?

More information:Tine Roets,Preventieadviseur Psychosociale aspecRoets.t@pg.com

Inge VermeulenPreventieadviseur ArbeidsgeneeskundeVermeulen.i@pg.com

Koen Van GestelDiensthoofd Preventie & MilieuVangestel.k@pg.com

This paper was produced for a meeting organized by Health & Consumers DG and represents the views of its author on thesubject. These views have not been adopted or in any way approved by the Commission and should not be relied upon as a statement of the Commission's or Health & Consumers DG's views. The European Commission does not guarantee the accuracy of the dataincluded in this paper, nor does it accept responsibility for any use made thereof.