《HiBob:2023不确定时期的HR指南-如何保持员工积极性(英文版)(25页).pdf》由会员分享,可在线阅读,更多相关《HiBob:2023不确定时期的HR指南-如何保持员工积极性(英文版)(25页).pdf(25页珍藏版)》请在三个皮匠报告上搜索。
1、1Guides by HiBob|Visit our Resource CenterHiBob|HiBHOW TO KEEP YOUR PEOPLE MOTIVATEDHR guide in uncertain times:2Guides by HiBob|Visit our Resource CenterIntroductionFocus on cultureRemember that no one-size-fits-all:generational differencesAdopt one-to-one management Consider work-life balance How
2、can you create an inspirational environment?Compensation and motivation The importance of great leaders Motivation is essential in challenging time3 569Guides by HiBob|Visit our Resource CenterBusiness leaders and HR directors all over the world are paying close attention to the vast HR t
3、ransformation thats underway:an epidemic of disengagement.Gallup found that only 21 percent of employees are engaged at work,and just 33 percent report that they are thriving in their overall wellbeing.This means that most people dont find their work meaningful,dont think their lives are going well
4、or dont feel hopeful about their future.This kind of low engagement alone costs the global economy$7.8 trillion,so factoring employee wellbeing into your strategic plansand finding ways to keep them motivatedare imperative.But the challenges dont stop there.IntroductionAgainst an uncertain economic
5、backdrop and a looming global recession,keeping your people motivated has never been harder.And wherever you look,hierarchical corporations and agile startups alike are struggling to adapt to a changing,multi-generational,multi-national workforce.With companies of all sizes worrying about their bott
6、om line,its up to HR directors to champion the value of investing in the employee experience to retain their best asset:their people.4Guides by HiBob|Visit our Resource CenterThat means that adding wellbeing measurements to executive dashboards and prioritizing employee wellbeing as part of your emp
7、loyer brand promise are critical steps for HR directors at global organizations.The logic is simple:create the kind of workplace that your people want,in which you can take them from job satisfaction to engagement.By fostering fulfillment and building engagement,both your people,and your business,wi
8、ll thrive.To build employee motivation,you need to recognize their achievements,make sure your internal communications are transparent,and foster a culture of access to leadership.By empowering your workforce to view their roles as part of something bigger,they will feel a keener connection with you
9、r mission and vision,build trust and loyalty,and ultimately supercharge their performance.This guide will explore proven approaches to inspiring motivation through culture and management,and ways to create a workplace that lends itself to this goal.Well also dive into proven motivation-building tech
10、niques that can help you through these challenging times,and address the role that technology can play in supporting this.5Guides by HiBob|Visit our Resource CenterWhen it comes to motivation at work,Peter Druckers famous saying,“Culture eats strategy for breakfast”certainly applies.A positive workp
11、lace culture is a crucial foundation for inspiring employee motivation,which is why so many businesses are focusing on being people-centric in everything they do.Good company culture is at the heart of a successful modern organization,especially in a time of recession.As Jason Randall writes in Forb
12、es,people want to feel good about their work,which makes a strong company culture the best protection against turnover.”Feelings of connection,loyalty,and empowerment are powerful tools for keeping your people reassured in challenging times,and making sure they feel happy and content at work.That wa
13、y they will be more productive,more loyal,and help you achieve your strategic goalswithout affecting your bottom line.Focus on cultureMotivation and engagement can only be achieved if your company culture includes transparent policies surrounding progression.Effective management and positive leaders
14、hip strategies will develop those people who take pride in their work and seek advancement,and by positively reinforcing goals and celebrating achievements,you will make your people feel valued.In turn,that will create a positive workplace culture that supports and encourages others to do the same.6
15、Guides by HiBob|Visit our Resource CenterSince were talking about individuals here,it would be a mistake to assume that identical motivational techniques can be applied across the board.Generational differences,in particular,impact the ways that motivational techniques affect your people.Goldbecks r
16、enowned matrix of Generational Values and Personality(2010)addresses motivation through the eyes of three of todays primary generations of workers:Baby Boomers,Generation X,and Millennials.The matrix points out the stereotypical generational values and personalities,and highlights how these affect t
17、heir approach to work,leadership,interaction,and other motivating factorsRemember that no one-size-fits-all:generational differences7Guides by HiBob|Visit our Resource CenterGenerationbaby boomers(1943-1960)Generation X(1960-1981)Generation Y(1982-2001)Work ethic&valuesWorkaholics,work efficiently,p
18、ersonal fulfillment,desire quality,question authorityEliminate the task,selfreliance.want structure and direction,skepticalWhats next,multitasking,tenacity,entrepreneurial,tolerant,goal-orientedWork is.An exciting adventureA difficult challenge,a contractA means to an end,fulfillmentLeadership style
19、Consensual,collegialEveryone is the same,challenge others,ask whyNot yet determinedInteractive styleTeam player,loves meetingsEntrepreneurParticipativeCommunicationsIn personDirect,ImmediateE-mail,Voice mailFeedbackDont appreciate ItSorry to interrupt buthow am I doing?Whenever I want it at thepush
20、of a buttonRewardsMoney,title,recognitionFreedom Is the best rewardMeaningful workMessages thatmotivateYou are valued,you are neededDo it your way,forgetthe rulesYou will work with otherbright creative peopleWork&family lifeNo balance,work to liveBalanceBalance8Guides by HiBob|Visit our Resource Cen
21、terTo add further complication,Generation Z(1997-2012)are now an important part of the mix:by 2025,theyre expected to account for 27 percent of the workforce.Generally speaking,this demographic is more entrepreneurial and fiscally responsible,having been raised in times of recession.Interestingly,1
22、in 2 GenZs are university-educated,compared with 1 in 3 Millennials and 1 in 4 GenXers.Of course,its important to understand that these generational descriptions are broad generalizations.While they can be a useful tool for considering different needs amongst your people,leaders and managers alike m
23、ust get to know each and every member of their team on a more personal level.That way,you can glean a clear understanding of their preferences towards their work-life balance,compensation,benefits,and more.What would motivate you to work harder and stay at your employer longer?Gen ZGen YOpportunity
24、for advancement34%30%More money27%38%Meaningful work23%15%A good boss7%7%Fast-growing company6%6%Nothing,Im currently happy with my job and my career path here1%2%Nothing,Im currently looking for another job1%1%9Guides by HiBob|Visit our Resource CenterAs people employed by the same company vary,so
25、too should the way they are approached,measured,and rewarded.One-to-one management revolutionizes traditional approaches by tailoring techniques for each individual.By pinpointing what makes each of your people tick,your managers can make their team members feel truly cared for,and appreciated as un
26、ique individuals.Engaging with your people on a personal level with tailored management styles will boost their engagement,help your managers to identify ways of keeping them motivated,and ultimately reduce turnovereven in times of recession.The most successful HR directors understand how this appro
27、ach should be mirrored throughout their organization,in order to increase team cohesion,retain the best talent,and help them to achieve strategic business goals.Adopt one-to-one managementEmployee-tailored services can be as inexpensive as changing cleaning products to ease the airways of an asthmat
28、ic,or special-ordering vegan and kosher meals at company functions.They can also be cost-effective,delivering the same bulls-eye impact as target marketing.Target marketing aims to provide the appropriate products and services to people with specific needs,”explains one software companys CEO,who did
29、nt want his organizations accommodating nature publicized.“Similarly,if you target the right benefits to the individual,you eliminate a lot of waste and inefficiency associated with providing blanket benefits to people who didnt want or need them.”INC MAGAZINE10Guides by HiBob|Visit our Resource Cen
30、terAre your people stuck at their desks for 12-hour days on a regular basis?Recognizing the need for a balance between team members professional and personal lives is critical to their long-term happiness and productivity,and just as equally important to the health of the business.Whilegenerallywell
31、being is moving up the agenda at global businesses,its not all smooth sailing.The UK-based CIPD found that while 70 percent of HR respondents agree that employee wellbeing is on senior leaders agendas,this is actually down from 75 percent in 2021.Similarly,60 percent believe that their line managers
32、 have bought into the importance of wellbeing,a drop from 67 percent in 2021.When leadership figures fail to prioritize their employees wellbeing,a negative culture is likely to evolve.For example,people may regularly work excessive hours,or feel uncomfortable taking time off.All of these factors co
33、mbined can quickly lead to burnout and a higher rate of churn.Consider work-life balanceOn the other hand,a healthy work-life balance increases employee productivity and heightens employee engagement.It reduces costs associated with employee turnover and absenteeism.Reduced stress will mean lower me
34、dical costs,and a focus on wellbeing will create a more attractive workplace that is in tune with its people.Some effective ways to achieve work-life balance include:Increased autonomy More flex time and openness to work from home Extended maternal and paternal leave Increased time off Setting clear
35、 boundaries Introduction of annual employee family event11Guides by HiBob|Visit our Resource CenterIn the US,leaving vacation days unused has become an unfortunate national pastime,with workers leaving 9.5 days unused on average at the end of 2021,according to data from Qualtrics.The productivity of
36、 employees who refrain from enjoying their vacation time suffers,and so encouraging your people to make the most of their annual leave results in a net-positive return for the company.For that reason,some lay on generous vacation stipends or other perks,and others,like Netflix and Virgin,offer unlim
37、ited vacation policies.Everyone agrees that peoples productivity surges after taking a break,but the backlog of emails,never-ending catch-up meetings,and overwhelming piled-up tasks can be a strain on even the most motivated of employees.Your managers can help refocus their team members by using the
38、se tips:Ease back into reality,starting on your last day of vacation Create a game plan to prioritize,delegate,and conquer Use time management apps and tools to successfully get through the transition period Pace yourself:leave work for tomorrow12Guides by HiBob|Visit our Resource CenterEmployee mot
39、ivation is bred in an environment that inspires.Here are three ways that you as an HR director can boost employee morale and lay the foundations for an inspirational workplace:1)Encourage creativity,innovationand failureTodays leading innovators are not leaders by coincidence.They have invested time
40、 and resources to heighten creativity among their teams,and continuously aim to perfect the process of taking an idea from conception to production.Their successes highlight the importance of leveraging creative thinkers by affording them the opportunity to think outside of the box.It also just so h
41、appens that the creative process is highly engaging,and generates excitement and passion for those involved.How can you create an inspirational environment?Google,arguably one of todays leading innovators,shares some of the tools,mindsets,and approaches in its Re:Work blog.Googles most invaluable le
42、sson is the way it relates to the risk of failure.In its Re:Work guides on innovation,organizations are advised to determine their tolerance for failure,keeping in mind that peoples fear of failure will directly impact innovation.Companies must consider how much risk they are willing to expose thems
43、elves to by encouraging innovation,and supporting their team members to be less fearful of failing.13Guides by HiBob|Visit our Resource CenterSome Google teams even hold a“premortem”to discuss what may go wrong before the project actually begins,which normalizes failure by openly discussing it:Every
44、 quarter,Googles leaders review their performance against set objectives and key results(OKRs)in front of the whole company.More often than not,teams dont hit their goal 100 percent,but arent ashamed to share details of their progress and missteps.Leaders regularly explain why they didnt fully achie
45、ve their stated goals,what theyve learned,and what they plan to do next to move forward.Modeling failure in this way sends a powerful message to everyone in the company that it is OK to fail so long as you learn from it,share what youve learned,and make plans to do better”Creativity and innovation m
46、ight take time to bear fruit,as people become less inhibited,and employers become more supportive and open-minded.But by encouraging your people to unleash their creative juices,youll boost engagement,improve retention,and benefit from the kind of innovation that can only come from highly engaged te
47、ams.Here are some creativity-building strategies to help inspire your people to become more fulfilled and productive:Creative environment:First,create an environment that encourages creativity.You could dedicate one area of your physical office to creative playand give team members ownership over it
48、or dedicate a similar space and portion of time in your digital platforms.Work hard,play harder:Allow your team to play.Supercharge ideation sessions with colored markers,flip charts,Lego bricks,play dough,painting,music,and other creative tasks:anything that sparks the creative process and encourag
49、es different ideas.Ideation:Encourage managers to set a bi-weekly meeting where they can gather their team in person or online to work on a problem or project.This gives everyone involved a clear idea of whats on the agenda before entering the meeting.14Guides by HiBob|Visit our Resource CenterGoal
50、board:Create goal boards where each team can record the strategies that your company is striving for.Encourage them to focus on one goal or problem to solve or work on each week.Homework and teamwork:In globally dispersed teams,managers might even consider giving their team some pre-work,so that peo
51、ple come to the meeting with a suggestion or solution to the goal or problem already in hand.Reward creativity:Rewarding creativity,play and experimentation is essential to make creative workshops productive and effective.Without that feeling of safety and support,people will find it much harder to
52、be truly creative and to engage wholeheartedly with the process.Establish engaging rewards:Consider giving managers a budget to offer incentives for creative participation,such as movie tickets,a bottle of wine,a massage,a voucher,or money.You could even go a step further and have a cross-organizati
53、onal board to acknowledge and encourage creative thinking.15Guides by HiBob|Visit our Resource Center2)Learning and developmentOffering L&D opportunities to your people gives them the chance to contribute to the success of the company while developing their own skillset,and helps you to keep hold of
54、 the best talent during times of recession.By investing in their future,youll also demonstrate how much you value them,bolster their sense of security and confidence at work,and support them in delivering your strategic goals.However,sending your people to a course or giving them free access to onli
55、ne courses is not always enough.Your managers must ensure that their people can apply their newly gained knowledge in practical ways,advancing the way they accomplish their work,and benefiting their careers.Successful training programs are built on a clear understanding of what motivates people and
56、link workplace learning to measurable objectives.When shaping your programs,make sure youre using courses that are experiential,interactive,and,ideally,gamified,to make for the most engaging and effective courses.Help managers create recurring opportunities for development,depending on the overall o
57、bjective.Research suggests you should even ask them:What is the attitude of those following the program?Learning to grow:Almost half of surveyed employees(45 percent)said they wanted an exciting challenge,project,or new role to tackle and as a result,wanted to learn new skills.Learning to catch up:A
58、 third of employees said they were learning because they needed to fill missing skills(31 percent).In this learning moment,employees are a bit more anxious,but they are still excited to learn.They view learning as a tool they can use to fill in any skills gaps they need to complete a project or simp
59、ly perform in their role.16Guides by HiBob|Visit our Resource CenterLearning for external change:8 percent of those surveyed turned to learning as a result of an external change at work,a situation outside of their control.For example,the company may have decided to change programming languages,reor
60、ganize the teams structure,or introduce a new tool.These external changes force people to learn.Always learning:An even smaller group of people,6 percent of those surveyed,were learning simply for the sake of learning.These individuals are your constant,motivated learners and natural evangelists for
61、 L&D.They find learning moments and opportunities everywhere and seek to learn in every work situation.3)Varied recruitingA motivational culture is fundamentally impacted by the kinds of people employed by a company.Typically,recruiters should be briefed to focus their hiring efforts on high perform
62、ance over hiring candidates of similar characters and backgrounds.A workplace filled with clones is likely to be pretty unexciting,whereas one filled with experts from all walks of life will introduce unique perspectives and attitudes forming a more balanced environment.In a global business world,th
63、is has never been more true.At the same time,make sure your recruiters are paying attention to candidates with high Emotional Intelligence,also known as Emotional Quotient(E.Q).E.Q.was ranked 6th in the World Economic Forums list of the top 10 skills that employees must possess to thrive in the work
64、place of the future.Individuals with a higher E.Q.are more capable of self-regulation and possess higher levels of motivation.This reduces their tendency to procrastinate,leads to increased self-confidence,and enables them to focus on achieving long-term goals.These individuals are most likely to ta
65、ke pride in accomplishments purely for their own personal fulfillment,and will contribute the most to an engaged,motivated,and productive workforce.17Guides by HiBob|Visit our Resource CenterFor HR directors,the obvious and most effective way to boost your peoples productivity is through competition
66、 and reward.However,regular monetary incentives risk becoming an expectation rather than a reward and,in times of recession,tighter budgets simply might not allow for financial incentives of any kind.While incentivizing your people is an effective way to build motivation,one by-product of institutin
67、g either monetary or non-monetary incentives is the competition it creates in the workplace.While this can act as a powerful motivator,it can also wreak havoc if not used wisely.Keep track to be sure that managers arent routinely rewarding the same kind of person,as this can destroy others confidenc
68、e or even build resentment.Compensation and motivationAt its worst,competition can affect teamwork,reducing collaboration:instead,your people should feel they are competing against themselves rather than others,spurring self-improvement rather than jealousy,animosity,or negative vibes amongst teams.
69、However you choose to compensate and motivate your people,its worth considering the structure you use,as well as different kinds of engagement-boosting rewards.18Guides by HiBob|Visit our Resource CenterSpecial rewards are a great way to build motivation among your people,as theyre rarely issued,and
70、 only when they are well-deserved.These can build traction in performance while an employee is involved in a large or complex project,and can impact the enthusiasm of the entire team involved.These rewards are not necessarily competitive with another employee;they can be granted to an employee who o
71、utdoes themselves,surpassing their normal capabilities.Scheduled rewards are the annual bonus type of arrangement that follow every annual review where an employee shows a measurable improvement.While people have come to“expect”these incentives,they still tend to motivate performance as they are onl
72、y awarded once goals are met.Both special and scheduled rewards are based on employee performance,reinforcing their sense of control over their compensation.They can both be powerful motivators.Compensation structures that motivate employeesProfit sharing is another way of incentivizing your people
73、based on the companys profitability,that doesnt pit employees against each other competitively.Rewarding people with company options reinforces a feeling of“buy-in”and will encourage continual productivity in a non-competitive way.Some companies may opt to donate a percentage of profits to a charity
74、 or non-profit,and that may resonate with some of your people who wish to donate to a special cause.This may appeal to many Millennial and GenZ employees who are known for their aspiration to a life of fulfillment,purpose and meaning.19Guides by HiBob|Visit our Resource CenterWhile pay is the number
75、 one reason people come to work each day,its far from the only motivator.They may have a strong desire to make a contribution to the company,to be treated fairly,and to be valued for their efforts.The best business leaders recognize this,which is why as many as 80 percent of companies have implement
76、ed employee recognition programs.These types of programs create a structure through which senior managers select and thank individuals or teams for noteworthy achievements that are both isolated and ongoing,thereby improving retention and creating a winning culture in the company.The rewards involve
77、d can vary greatly,and different rewards will be appreciated differently,depending on the individuals character,values,and sometimes generational differences.Popular rewards include:Simple positive feedback one-on-one,or verbal accolades in a staff meetingEmployee recognition Written thank-you notes
78、 or positive employee feedback on their file Spot bonuses including cash,gift cards or other treats Vacation packages for outstanding performanceAn effective Employee Recognition Program contains clear criteria that everyone can understand.It will also support your wider business initiatives,and pro
79、vide meaning for your people.The rewards must be fair,adequate,and aligned with organizational goals and values.Its also important that you can measure the success of your program,so you can track the value it creates using retention,financial results,and people productivity metrics.Although compani
80、es typically recognize their peoples length-of-service milestones and instances of strong individual or team performance,many of them are beginning to focus on less traditional areas for recognition,such as:20Guides by HiBob|Visit our Resource CenterThe ability to manage or champion changeSystem imp
81、rovementsInnovationCustomer or client retentionMorale-buildingTalent acquisition and retentionMarket diversificationTechnological advances Significant personal developmentActions that embody the organizations core values21Guides by HiBob|Visit our Resource CenterIn his now-legendary TED Talk“How Gre
82、at Leaders Inspire Action”,Simon Sinek points out that motivation is not something that can be enforced.He opines that it is the role of a leader to inspire motivation:As it turns out,all the great inspiring leaders and organizations in the world,whether its Apple or Martin Luther King or the Wright
83、 brothers,they all think,act,and communicate the exact same way But the inspired leaders and the inspired organizations regardless of their size,regardless of their industryall think,act and communicate from the inside out.”Simon SinekThe importance of great leadersJust as great leaders hold the pow
84、er to inspire an entire company,poor leadership can be equally as destructive.Business leaders and HR directors must ensure that managerial practices foster the kind of experience that will breed motivation.This means managers must avoid habits that constrain autonomy,reduce excessive monitoring,and
85、 cut back on any unnecessary authorization.They must also be trained to employ motivation-boosting techniques in their day-to-day interactions with teams.22Guides by HiBob|Visit our Resource CenterHere are three of the biggest motivation-boosting techniques your managers should be using:No more micr
86、omanagingEradicate any behavior that is destructive or demoralizing Make sure managers interact with their team in a transparent and communicative mannerEncourage them to relinquish control,let go of perfection,and delegate responsibilitiesStep out of their comfort zoneManagers should help everyone
87、combat boredom by taking on team challenges that freshen things upLeaders should be the trailblazers who step out of their comfort zone firstBy sharing this process with their teams,people can get onboard and take on their own challenges,boosting motivation and confidencePromote project ownership th
88、rough autonomyManagers should involve staff in the project decision-making process,from planning,reporting and evaluation as well as just the“doing”Encourage people across the organization to apply their own judgment in solving problems and making decisions that influence their work and the future o
89、f the companyEnable people to see their tasks through to completion,communicating their contribution to the final product and how it fits into the big picture23Guides by HiBob|Visit our Resource CenterMotivation is essential in challenging timeEmployers all around the world are revisiting their stra
90、tegies to build employee loyalty,engagement,and enthusiasm in a tough economic climate.High levels of motivation can translate into recession-busting performance levels that keep your talent onside,reduce churn,and help you manage budgets more efficiently.Rather than relying on any one individual to
91、 empower your teams,HR directors need to lay the foundations of an inspirational work environment,promoting managerial approaches that will encourage people to take pride in their achievements and seek professional advancement.Incentivizing employees and celebrating their successes will make your pe
92、ople feel valued,in turn creating a positive workplace culture that supports and encourages others to do the same.Todays Human Resources Information System(HRIS)platforms give you the ability to customize and tailor your approaches to each professional,and provide powerful features that help you dri
93、ve plans into action.By implementing tools that automate data collection and reporting,you can make data-driven decisions to create a plan that ignites your company culture and builds employee motivation.24Guides by HiBob|Visit our Resource Centerbob is designed and developed for the new world of wo
94、rk.Onsite,hybrid,and remote HR leaders can drive culture,two-way communication,engagement,performance,and compensation.bobs innovative UI,automated processes,and integrations with leading third-party tools ease administrative For HRIt delivers automation of many common processes,allows greater overs
95、ight and visibility of the business,and centralizes all people data in a secure,user-friendly environment.For employeesIts the tools and information they need to connect,develop,and grow throughout their journey.For managersIt provides access to data and insights to help them lead more effectively a
96、nd streamline processes.Meet Bobtasks for everyone across the organization and make even the most mundane work tasks pleasant,intuitive and engagingand not just for HR admins.bob puts people first with culture tools that connect co-located and remote employees to their fast-growing,global companies.
97、25Guides by HiBob|Visit our Resource CenterNow is the time to make smarter decisions when it comes to your people and organization.To learn more about HiBob and our data-driven tools,get in touch with us at SCHEDULE A DEMOHNEW YORK205 Hudson St.New York,NY 10013TEL AVIV28 Ben Avigdor St.Tel Aviv 6721848AMSTERDAMWeesperstraat 61-1051018 VN AmsterdamNetherlandsSYDNEYRedlich,Level 6519 Martin PlaceSydney NSW 2000LONDONBoundary House91-93 Charterhouse St.London EC1M 6HR,UK