New World of Work for werken

Transcription

1 New World of Work for werken Pilot Study Jacoline Boonman Rotterdam, November 9 th, 2010

2 In-/external developments started the New World of work for Essent werken) More flexibility in work-life balance No standard working hours Less traveling movements War for talent Working anytime, anywhere Knowledge workers / sharing 2

3 @nders werken brings opportunities for the employees AND business of werken Give employees the opportunity to work anyplace, anytime, in the most efficient and effective way. (activity based, from home or another nearby location) Fully supported work environment at home (or a nearby hub when necessary) A higher desk sharing ratio workplaces in the office Offices will become meeting places Create a new mentality, more personal responsibility, more trust and a new way of working together with more focus on result and the customer (=output). CSR (People, Planet) Business Objectives (Profit) More flexibility in work-life balance ( war for talent ) Information always accessible, efficient use & virtual cooperation will lead to more successful business Less environmental load. (Less travelling movements, traffic congestion and CO 2 emission) More flexible & productive Essent and employees. Efficient use of offices results in lower costs 3

4 @nders werken means innovation on the dimensions People, Technology and Accommodation Leadership by trust and output Empowerment of employees Passionate working Smart meetings Online cooperation and knowledge sharing Location and time independent working (anytime, anywhere) More space with less meters Spontaneous meetings Activity based workspace Inspiring werken is more than just a flexible workplace! 4 4

5 The Essent werken was started with a pilot to asses the New world of Work within Essent. The pilot: 22 teams 300 Essent employees 13 work profiles (call centre/back office/(sr.) management/etc). Timeframe: Q1 Q The cultural change was started with workshops (visibility/accessibility, evaluation, collaboration), accompanied by professional consultants. Monitoring by the Rotterdam School of Management. Results and lessons learned: Evaluated Q Translation to vision and strategy werken within Essent Implementation plan and a future approach on HR, IT and Facility Services aspects 5 5

6 Personal contact shifted from daily to several times a week. More use of telephone and chat programs. Face-to-face remains important. Communicatie (contact) 100% 80% 60% 40% 20% 0% T0 T2 T0 T2 Colleagues (%) Superior (%) Daily Several times a week Once a week Once a month Less than once a month Communicatie (middelen) 100% 80% 60% 40% 20% 0% T0 T2 T0 T2 Colleagues (%) Superior (%) Other Virtual projectroom Videoconferencing Chat / Instant messaging E-mai l Tel ephone Face-t o-f ace 6

7 Positive results at the work dimensions: Workplace, culture and cooperation/communication. Attention for relationship, transparency and trust. 7

8 The high scores of the 5 output parameters remained stable. Flexibility and Home Productivity became even better. Employee Satisfaction 5,00 4,50 Voormeting Nameting ***Home Productivity 4,00 3,50 3,00 2,50 2,00 1,50 1,00 Productivity* Innovativeness Work-life balance ***Flexibility 8

9 Pilot werken showed positive results for Profit, People and Planet Profit Effectiveness Costs Productivity increased with 15% Short term sickness decreased with 20% People Committed employees Customer loyalty Attractive employer Appreciation Essent as employer increased with 9% Balance in working-private life Planet HSE CO2 footprint Less CO2-emissions: Decrease in travelling kilometres with 30% Decrease in office-space with 30% 9

10 Lessons learned translated to a strategy, an implementation plan and a future approach on HR, IT and Facility Services aspects. ICT: Support helpdesk, delivery Connection, tech. support, open laptops Facilities: Home place: supply of furniture and workplace design Office: guest workplaces, workplace concepts, meeting places HR conditions: Amount of remuneration and travel expenses reduced Form of remuneration, training program for remote management Working differently in a team: Team agreements, own responsibility, mutual assistance Team feeling, addressing behavior, coordination with other teams 10

11 Reactions of the participants of the pilot are mainly positive. Anyway we re really enthusiastic about it! Sometimes you miss the social side of having a team around you but we definitely make up for that when we have our get-together day"!! I even have time to visit my elderly mother during the day. Then I can finish that presentation in the evening" Working from home is fantastic. At last the opportunity to take my children to school and still get my work done "Within our team we now see and talk to each other even more than we did six months ago. We weren t expecting that" " Now I can combine my job better with my husband s as I spend a lot less time traveling "I can now go to the gym for about an hour at lunchtime. Then I come back refreshed and ready to work the whole afternoon" "It is difficult sometimes. If I am working from home, the children think that I am there for them. Fortunately, they have already got used to not disturbing me if I am sitting at my desk The get-together day is very important. Then you can catch up on each other s news and everyone can share their experiences from the week before. We also use the communicator a lot for adapting/coordinating things between us directly. For me personally, working differently is just BRILLIANT/GREAT. Fortunately I no longer have those long journeys to and from work every day or have to sit in queues 11

12 THANK YOU VERY MUCH FOR YOUR ATTENTION 12