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The CULT OF WORK

The CULT OF WORK. @Bill BOORMAN. What IS CULTURE?. My definition: The feeling people have about the company they work for that influences behaviour, performance and a sense of purpose and belonging. Some people work for companies whilst others feel a sense of Belonging. A part of the “cult”.

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The CULT OF WORK

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  1. The CULT OF WORK @Bill BOORMAN

  2. What IS CULTURE? My definition: The feeling people have about the company they work for that influences behaviour, performance and a sense of purpose and belonging

  3. Some people work for companies whilst others feel a sense of Belonging. A part of the “cult”

  4. Can a “cult” be replicated?

  5. What part does hr & recruiting play?

  6. Employment branding is being eroded by employee branded

  7. Employment branding & Evp = what we want people to think we are

  8. Employer brand = what we think our people think about working here

  9. Culture brand = how people feel about working here

  10. Show me don’t tell me

  11. Theres no such thing as a bad culture, just a bad culture fit

  12. Fit begins with understanding your unique culture

  13. Methodology • Social media monitoring • Listening to what employees are really saying • Sentiment rankings • Identifying the real “Culture Brand” • Comparing the public content with sentiment • 14 site visits and observations • 120 interviews • Searching for what makes a cult • Identifying trends and unique features • 50 global and local brands

  14. universum The battle for brainpower

  15. A study of the top brands students want to work for in 12 countries

  16. The trends • Communal time • Small teams/project based • Accidental engagement • Teams change each year • Open experimentation • Work as play • Honesty in messaging • Continuous feedback • A sense of good • Identifiable Internal experts • Open mentoring • Opportunity on ability/skill not service or qualification • Fairness

  17. What makes work a cult • Belief in the common cause • Enigmatic leadership • Legends and myths • Consistency • Family • Culture match inside and out • Genuine internal mobility • Strong alumni connections • Pride in work • Culture on-boarding

  18. The “cult” factor is local not global aligned to local cultures

  19. Delivery is local but the values stay the same

  20. Worldblu and the democratic workplace

  21. You don’t need to be a sexy brand to be a cult

  22. The goalposts keep moving

  23. The changing world of work • The job is disappearing • Skills are the new currency • A shift to knowledge work • Social learning and recognition • Training is disappearing • The relevance of academics • Small, agile teams • Globalisation • Manage and reward output not hours • It’s about what you know & who you know • Work is a series of projects • Formal training on the decline • Work is becoming a series of projects • Rise of homeworking and tele-commuting

  24. Reputation will be the key factor in securing skills

  25. What part hr?

  26. What you can do in the brave new world • Understand your culture through the eyes of others • Retire employer brand and adopt culture brand • Cultural on-boarding • Skill map by internal endorsement • Give a voice to champions • Create real internal mobility • Explore feedback technology • Question everything you do • Culture map and present data and data reporting/social listening • Adopt the dojo approach • Play together

  27. What you can do in the brave new world • Create opportunities for accidental engagement • Build communal gathering spaces • Visible employee benchmarking • Implement hack days • Explore all work contracts • One HR data centre • Profile all employees • Explore project technology • Change reward and recognition programs • Honest and transparent values

  28. Build your own cult by talking and listening

  29. Thank-you #TALENTnET

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