Harnessing Employee Passion in Times of Disruption

Transcription

1 Harnessing Employee Passion in Times of Disruption April 25, 2016 Maggie Wooll Deloitte Center for the Edge

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3 Passion

4 What should be keeping you up at night? That is what we bring to the table. What is created on the edge of technology, markets, geographies and demographics strikes at the very heart of a business.

5 What is worker passion?

6 Sustained extreme performance improvement can result from something deeper than employee engagement worker passion. Commitment to Domain: Commitment to Domain - Context - Increasing impact Commitment to Domain the desire to have a lasting and increasing impact on a particular industry or function. The Questing disposition the tendency to actively seek out challenges to rapidly improve performance. The Connecting disposition the tendency to build strong trustbased relationships to gain new Connecting: insight through multiple deep interactions with others (both inside and outside the organization). Questing: Connecting - Trust-based relationships - New insights - Challenges - Improve performance The Passion of the Explorer

7 Percent of US workforce exhibiting attributes of passion Passion of the Explorer 12% No passion 41% 2 attributes 19% Attributes of Passion: Questing Connecting Commitment to Domain 1 attribute 28% Passion of the Explorer 2 attributes 1 attribute No passion

8 What does Passion of the Explorer look like? Myth 1: Age Myth 2: Industry/geography Myth 3: Educational attainment Myth 4: Type of work Myth 5: Firm size Two guys from one BIG company

9 Your Turn Think of an example of when you have encountered one or more of these attributes in someone in your organization or an organization you support: What were the positives? What were the negatives? What was the outcome? Attributes of Passion of the Explorer: Questing Connecting Commitment to Domain

10 Why do we need passion in the workforce?

11 New challenges and opportunities Exponential Technologies New Tools New Expectations New Approaches NETWORKS & SYSTEMS ARTIFICIAL INTELLIGEN CE AUGMENTED / VIRTUAL REALITY MEDICINE & NEUROSCIENC E ENERGY NANOTECH MICROBOME

12 Time it took to reach 50 million users Radio 38 years Television 13 years Internet 4 years Facebook 3.5 years Twitter 9 months Instagram 6 months Angry Birds 35 days

13 On-demand, selfdirected learning Collaboration tools that empower Humans, augmented New challenges and opportunities for HR Self-organizing teams Ecosystems of the crowd Skill obsolescence

14 Your Turn What types of new HR challenges are you seeing? Does passion have a place in the HR function? What would it look like? Attributes of Passion: Questing Connecting Commitment to Domain

15 How can I develop and support passion in my organization?

16 The passionate, in their own words I don t want to do anything that I can t learn from. I have a series of mini-failures every day, but I don t view that as failure. I never ask for permission. I just do it. I get restless often. I like to know that what I m doing matters to the company. I want my work to make an impact on something important to society. I have a goal, and I ll stay as long as my management supports me in getting the experiences I need to move closer to that goal.

17 Passion of the Explorer Supporting a passionate workforce Sustained extreme performance improvement can result from something deeper than employee engagement worker passion. Recruit Commitment to Domain - Passion over credentials - Interview the attributes Commitment to Domain the desire to have a lasting and increasing impact on a particular industry or function. Retain: Questing The Questing disposition the tendency to actively seek out challenges to rapidly improve performance. Connecting Cultivate: The Connecting disposition the tendency to build strong trustbased relationships to gain new insight through multiple deep interactions with others (both inside and outside the organization). - Rethink the work environment - Remove barriers Performance Management Learning & Development Job Design / Career Paths Leadership - Connect the passionate - Expand learning

18 Rethink the work environment Management Systems Virtual Physical Define meaningful challenges Organization Ecosystem Strengthen relevant connections Amplify impact

19 The passion / performance management paradox Ambition Push Extrinsic Achieve metric To personal objectives To network Environment Motivation End-result Commitment Relationships Passion Pull Intrinsic Make impact To industry or domain To learn

20 Jobs and career paths Organizational components that predict passion: - Cross-functional work (40%) AGENCY & INFLUENCE - Interests over job descriptions (34%) - External connections (17%) - Collaborates with customers (14%) 20

21 Learning & development Beyond training programs: - Self-directed, on-demand - Platforms for connection and collaboration A story about a cat and a bear - Internal and external resources - Curation and guidance 21

22 Leadership Big companies are great at killing bad ideas. What are you doing that makes taking risks okay? What are you doing that prevents employees from ever trying?

23 Be the Change: What if you built a passionate HR team?

24 Questions? Maggie Wooll Deloitte Center for Thank you! Find our reports and more:

25 About Deloitte As used in this document, Deloitte means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting. This communication contains general information only, and none of Deloitte Touche Tohmatsu Limited, its member firms, or their related entities (collectively, the Deloitte Network ) is, by means of this communication, rendering professional advice or services. Before making any decision or taking any action that may affect your finances or your business, you should consult a qualified professional adviser. No entity in the Deloitte Network shall be responsible for any loss whatsoever sustained by any person who relies on this communication. Copyright 2016 Deloitte Development LLC. All rights reserved. Member of Deloitte Touche Tohmatsu Limited