Download - Van HR naar CNO, de Wijs case
De Wijs Case
Ilse Jansoone — CNO Gastcollege KUL, HR voor Masters in Management, 8/12/2016
Van HR naar CNO
AgendaWijs - Digital AgencyWith award winning HR
Top 8 building blocks of meaningful work
1. Clear vision & values 2. Flat structure with self organization
3. Teams with roles 4. Steering on output
5. Transparency in management
6. Clear growth paths & coaching
7. Strategic compensation
8. Continuous innovation
7 guerrilla tips
Wrap it up
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1. Wijs - Digital agencyTotaal aanbod in digital!
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Hallo! Ik ben Ilse.
Psychologist, passionate about innovation and growth of creative people
HR managerPeople managerCNO4
Jouw bedrijf binnen enkele jaren… na de digitale transformatie
Agile en veerkrachtig Digitaal centraal
Multidisciplinair Gericht op empowerment van klanten en medewerkers
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High
HighLow
Chal
leng
e le
vel
Skill level
Flow
Flow
Control
Relaxation
Boredom
Apathy
Worry
Anxiety
Arousal
Flow model van Mihaly Csikszentmihalyi (1990)
Model optimal creativity
Demand Control (DC) model van Karasek (1979)
Model sustainable work
lowtention actief
hightentionpassive
low high
high
low
challenge
controle options 43
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active
“een leider heeft autoriteit over iemand anders op grond van een externe grond
waar beiden in geloven en zich dus vrijwillig aan onderwerpen”
Hannah Arendt
A “meaningful"organisationColleagues Society
create valuein a balanced way
Make a the Web better
Customers
Company
Meaning = adding value
Love for talents
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1. Digital strategist
2. UX architect
3. Digital marketeer
4. Developer
5. Designer
6. Copywriter
7. Media buyer
8. Data analyst 9. …
‣ T-profielen!
Wijs in Tweet-style• Digital agency since 2006
• All online
• Focus on digitale strategy
• With powerful execution: websites, facebook apps, online marketing, seo/sea, social, analytics…
• Focused on results (sales, leads, applications, conversions)
• User first
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Online strategie
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Klanten
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We mikken niet op ad hoc projecten maar langdurige partnerships.
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Merger Merger
2006 2007 2008 2009 2010 2011 2012 2013 2014
10 jaar Wijs = van 0 naar +60 VTE van 0 naar 7 mio omzet
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War for talent in extreme
• Worden continu gebeld (zelfs door robots)
• Hebben 8 vacatures in handen tijdens de sollicitatie
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Talenten
Externe bureaus
• Nemen de zoektocht zelfs niet meer op
Top 8 building blocks of meaningful work
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Model of Simon Sinek (2009)https://www.youtube.com/watch?v=sioZd3AxmnE
1. Clear vision and values
–Mission Wijs
Make the Web better!
We share our knowledge
'Open source' is a core value
Kernwaarde: open source. We delen onze kennis.
Sharing
‣ Whitepapers ‣ Trend reports ‣ Mobile report ‣ Blog posts ‣ …
We listen to the people
'User/people-centric' is a core value
2. Flat structure with self-organization
‣ multidisciplinaire klantenteams ‣ verantwoordelijkheden, geen taken ‣ rollen, geen functies ‣ output, geen input ‣ beslissingsmacht op juiste niveau
Nodig om snel te kunnen blijven bewegen.
web projects recurrente OM-processes
strategic partnerships
clearly definedweb projects
high scope management
heavy profitability focus,risk detection and coordinationflow
low commercial effortduring project
ideale evolving to OMor Service process
PM lead & spoc, PO important
recurrente contracts, tactical OM
ongoing scope definition
low risk detection,low coordination flow
low commercial effort
slightly evolving
PO lead & spoc, PM = AM
recurrent contract, side-projects, integrated
strategy & continuousbusiness development
heavy organisational andprofitability focus
ongoing strategic and commercial effort
stay where u are!
AM lead & spoc, PO important
Account team Delivery team Creation team Service team
Turnover (closed won)Project profitability
Efficiency & effectivityWijs profitability
QualityPersonal profitability
Continuous serviceTeam profitability
TeamAMs
PMOsS&M coord.
TeamPortfolio Mgr
PMsFinance
TeamIA'sDesDevsOM's
TeamService coord.Service eng's
Sysadmin
led by Sales & Mkt Mgr led by Managing Director led by Creation Mgr led by Portfolio Mgr
Support: office
Management team
HR IT R&D
‣Developer
‣Developer‣Designer
‣Copywriter
‣Digital marketeer
‣Social media
‣Front-end
3. Teams with roles
New role of coworkers
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HR selection, onboarding new colleagues and interns, (qualitative) input for evaluations
IT
R&D
Sales support
Stimulator knowledge sharing
Quality guard
Innovation stimulator
Efficiency guard
Internal communication
input for offers and pitches, marketing (o.a. sales presentations, cases on the site, …), input about new products or services (e.g. what we offer, how we can standardize)
coordination, steering, follow up of knowledge sharing initiatives in the group (starters + advanced people), coordinationknowledge labs, magazines, training, seminars, …)
Quality (e.g. how to test, define and guard standards)
innovation initiatives (e.g. shift to branding, offline, service design)
proces (e.g. effectivity en efficiency)
Rapportering, communication between the team and other teams/management, strive to maximal integrationin the team, guard overview, communicate the roadmap
Roles in creation team
Team development
self
stee
ring
skills
time
bundleindividuals
group
team
open teamcoaching skills
craftsmanship&
knowledge
organisation skills
independency
collaborativeskills
self-correcting skills
entrepreneur-ship
self-cleaning skills
Model of Flanders Synergy
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New role of leaders
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New role of HR
HR as business partner
Wijs wants to make the Web better
Wijs want to make top talent better.With great attention to the customer (customer intimacy)
Top talents Growth Wage Recruit
Opinion leaders Promotions/Mutations Comparatio Leadtime to fillvacancy
Who is the customer?
Who is the customerof the customer?
From HR manager to CNO(= Chief Networking Officer)
4. Steering on output
‣ Profitable turnover ‣ Earned value
Break down the wall between sales and production
5. Transparancy in management
Eerst vormen wij de omgeving. Daarna vormt de omgeving ons.
‣ activity-based workspace ‣ gevormd voor beweging, niet plaats ‣ nadenken in termen van ‚stadsontwikkeling’ ‣ lok ‘chance encounters’ uit
Omgeving
6. Clear growth paths and coaching
Informa(e*architect/junior/
Informa(e*architect/advanced/
Digitaal/Strateeg/advanced/
Informa(e*architect/senior/
Digitaal/Strateeg/senior/
.../
Front*end/Developer/junior/
Webdesigner/junior/
Front*end/Developer/advanced/
Webdesigner/advanced/
Webdesigner/senior/ .../
Front*end/Developer/junior/
Webdeveloper/junior/
Front*end/Developer/advanced/
Webdeveloper/advanced/
Webdeveloper/senior/ .../
Content/Writer/junior/
Online/Marketeer/junior/
Content/Writer/advanced/
Online/Marketeer/advanced/
Online/Marketeer/senior/
Strategic/Marke(ng/Consultant/advanced/
Strategic/Marke(ng/Consultant/senior/
.../
Sales/Assistant/junior/
PMO/junior/Account/Manager/Junior/
Sales/Assistant/advanced/
PMO/advanced/
Project/Manager/junior/
Account/Manager/advanced/
Projet/Manager/Advanced/
Account/Manager/senior/
Key/Account/Manager/junior/
Key/Account/Manager/advanced/
Project/Manager/senior/
Key/Account/Manager/senior/
.../
Client/Service/Medewerker/
junior/
Client/Service/Medewerker/advanced/
Client/Service/Coordinator/advanced/
Client/Service/Medewerker/
senior/
Client/Service/Coordinator/
senior/.../
Office/Manager/junior/
Boekhouder/junior/
Office/Manager/advanced/
Office/Manager/senior/
HR/Officer/junior/
Boekhouder/advanced/
HR/Officer/advanced/
HR/Officer/senior/
Boekhouder/senior/ .../
7. Strategic compensation
"best product"
product leadership
operational excellence"best total cost"
customer intimacy"best total solution"
operationalcompetence
productdifferentiation
customerresponsive
Model of Michael Treacy en Fred Wiersema (1997)
Customer Intimacy Operational excellence Product leadership
FocusBehaviorResults
Basic salaryBroad bandingMarkt conformity
Variable salaryAverageTargets: customer focussed
BenefitsMarket conformity
Market conformityExternal
FocusControle
Basic salaryWage scale or narrow bandingBased of job and years of experience
Variable salaryLowTargets: operational results, profit…
BenefitsAbove the market
Market conformityInternalBased on hierarchy
FocusBehaviorLong term resultsFlexibility
Basic salaryBroad bandingBased on competentiesBased on the teamAbove the markt
Variable salaryhighTargets: profit and turnover new
productsBenefits
Below the marketMarket conformiteit
Extern
Model of Attentia
Salary + Extra legal benefits + Non-financials
fix bonus based on seniority(jr ≠ Adv ≠ Sr)
8. Continuous innovation
‣ play ‣ learn ‣ do ‣ network
Innovation nights
7 guerillia tips
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1. A vacancy?
Do not post an adbut write a blogpost.
(even better; let one of the team write it)
2. A vacancy?
Don’t do a selection interview but go have a coffee.
3. Learning need?
Don’t organise a trainingbut a safari.
4. Measure satisfaction?
Don’t send a satisfaction enquiry but size the degree passion,
enthousiasm and pride.
5. Somebody is leaving?
Don’t do an exit interviewbut have a best-of-luck talk.
6. Manager is leaving?
Do not replace him/her! Rethink the responsibility in roles.
7. Teambuilding plans?
Don’t go rating in the Ardennes! But organise a hackathon.
Meanwhile…
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Wrap up
Change is here
Make the creative economy nowwith more and more millenials
Start now
Every day is an opportunity to start small and build towards the bigger goal
Get in the driver seat
As HR/leader you are in a unique position.Do you dare?
Thx and good luck bringing the soul to work(with good results!)
Contacteer ons Voorhavenlaan 31/39000 Gent
http://[email protected] +32 9 335 22 80BE 0473.071.275
Vragen? [email protected] twitter.com/jansoone